Diversity, equity and inclusion (hereinafter referred to as ‘DEI’) as a concept embodies policies and practices, mostly within the workspace, that promote participation and involvement of diverse groups – race and ethnicity, religion, gender, age, culture, disabilities and sexual orientation to name a few – at all levels of management. Breaking down the definition of DEI to make it more exhaustive; diversity would mean representation from different groups (such as few mentioned above), equity would mean ensuring and providing equal opportunities and equal access to opportunities within a given work set up to all the employees and inclusion would mean creating a welcoming environment for all so as to ensure active contribution and participation from everyone.[1]
More often than not, DEI is observed to be limited to ‘diversity’. This kind of focus leads to DEI being a checkbox to be filled rather than it being made a priority for the growth of the business. In a work set up, diverse hiring and diversity training certainly provide the company or organisation with a stronger standing and newer perspectives and approaches. Without diversity, the efficiency of operating within the organisation is seriously impacted.[2]
Though diversity in hiring is a vital step, that by itself would not qualify as a good DEI practice. Adopting and maintaining DEI practices must be considered as a process, each step of which is also equitable, not just diverse.
Diversity without inculcating the idea of inclusiveness might create even more differences within the workplace. Oftentimes, the idea of creating a feeling of inclusion as a fundamental prerequisite for building a sustainable and diverse workforce is forgotten. Studies and experts in the field of diversity and inclusion emphasise that diversity alone is inadequate without nurturing a sense of belonging and respect within an organisation.[3] Research has demonstrated that diverse teams perform more effectively when individuals feel included, valued and appreciated for their unique perspectives.[4] When employees feel that they are being listened to, respected, valued, and included because of their individuality, rather than despite it, they tend to be more content and dedicated to their jobs, resulting in improved performance. A recent research study by Harvard has shown that employees who expressed a strong feeling of belonging in their workplace demonstrated a remarkable 56% increase in job performance and a significant 50% reduction in the risk of turnover.[5]
Recently, there is a slight shift observed towards hiring on merit rather than standing in the society. In India especially, this shift is crucial in creating more fair working opportunities. Practices adopted to ensure equity and inclusion have a positive impact on the working environment of an organisation. If DEI practices are made a priority and observed at all levels within the organisation, it greatly improves the performance of the employees as well as the organisation. With good DEI practices come better problem-solving capacities, work satisfaction, improved business performance and better and innovative approaches to enhance the business and ensure progress of the organisation.[6] One of the most important aspects of a productive work environment and employee retention is work satisfaction. When employees start looking at their jobs as more than just employment and as an opportunity to use their potential and practice their passion, the work quality improves significantly. This also ensures effective contribution and participation from all levels of engagement. Such inclusive practices also change the general behaviour of a person in the society, thereby marking a milestone for social change.
Good DEI Practices
Implementing gender-neutral restroom facilities is a crucial step towards fostering inclusivity in the workplace. These facilities offer a safe and welcoming environment for transgender and gender non-binary individuals, promoting a culture of respect and diversity within the organisation.
Fostering an inclusive work environment and ensuring an equitable workspace involves embracing practices that extend beyond symbolic gestures. Hosting Pride activities year round, rather than limiting them to a single month, sends a powerful message of continuous support for LGBTQ+ employees.
Offering enhanced maternity benefits is a vital step towards gender equity, as it acknowledges the diverse needs of working parents and creates a workplace where employees, especially women, can thrive professionally while balancing family responsibilities. These initiatives reflect a commitment to creating a workplace where every individual, regardless of their background or circumstances, has the opportunity to excel and contribute to the organization's success.
DEI practices must be considered at all stages of the hiring process. To gather a diverse workforce, inclusivity must be highlighted in job advertisements and job descriptions to attract candidates. Inclusive hiring must be reflected while assessing the applications of the candidates.[7] A first impression of the work environment, if known to be inclusive and equitable, is likely to attract more applications.
Inviting applications and its screening can be made more inclusive and equitable by inviting applications anonymously. This practice is specifically useful in mitigating gender biases. In a study on the anonymization of applications, it was discovered that women were chosen more frequently than males when gender cues, such as the first name on the application, were deleted.[8] Through this procedure, the emphasis of the application screening is shifted away from identity-related signs and toward essential skills and competencies.
Regular pay equity audits play a crucial role in promoting fairness within the workplace by uncovering and rectifying gender and racial pay disparities. They ensure that every employee receives equitable compensation thereby ensuring that all employees are paid fairly for their contribution and fostering a more inclusive and just work environment.
Providing DEI training at all levels of management and as a part of the orientation programme for the new employees sets the tone for a welcoming environment within the organisation. DEI practice must be understood as an important part of the role played by each member in the work set up.
Interaction and feedback from employees regarding DEI practices and experiences within the organisation can also help in improving DEI practices. These practices would give the employees the space to voice their concerns and make them feel heard. Such feedback should be worked upon to improve the environment within the organisation.
Establishing Employee Resource Groups (ERGs) focused on various aspects of diversity, such as LGBTQ+ inclusion, women's empowerment, or racial and ethnic diversity provide a platform for employees to connect, share experiences, and drive positive change.
In India, Baxter Healthcare India was awarded and globally recognised for their DEI practices. The company was conferred an award for ‘Breaking New Grounds’ at ‘The Global DEI Summit Awards 2022’ for integrating DEI in their vision and mission and initiating a journey to create an ‘Authentic Inclusive Workplace’.[9] Their DEI practices include providing DEI trainings, intolerance towards discrimination on any grounds - be it, caste, ethnicity, religion, gender, marital status, disability, sexual orientation and gender identity or expression, nationality. The company also has a ‘Global Inclusion Council’ that is set up to advocate DEI and make it a priority within the company. The GIC also works on making inclusion plans for the company to practice, thereby aiming at advancement of underrepresented minorities. [10]
Conclusion
Diversity, equity and inclusion serve as a catalyst for change in a social setting. DEI practices are a way to ensure equal respect, welcoming work environment and equitable treatment of everyone, on all levels of management. Emphasis must be supplied to ‘equity’ and ‘inclusion’ as these concepts play a role similar to that of ‘fraternity’ in our Constitution. DEI practices have a multi-dimensional impact. Not only do these practices help create a welcoming and respectful environment within the workspace but also have an impact outside the work set up in regards to changed behaviour and attitude. Making the hiring process only diverse would fuel the facet intersectional marginalisation, especially in India. Creation of a good working space, where there is space for different perspectives and approaches without inequitable treatment is what DEI practices aim to achieve and hence, the entire process must be made inclusive and equitable to the highest extent possible.
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