A Little Context
We have seen it all over the news, dozens of businesses stepping away from DEI programming. Most citing things like “30% of our workforce is now from marginalized populations, so it is no longer needed.”
Well, if that is the measure, they are doing it wrong. DEIA was not established to create quotas or minimums. It was established to make sure Diversity, Equity, Inclusion and Accessibility, become part of the company culture. That it removes bias against anyone who is not the majority.
What DEIA Is Supposed To Be
Note this is my view and part of the challenge with DEIA is there is not a consistent view in any population.
DEIA SHOULD be about making sure an individual is not EXCLUDED from employment or participation due to race, gender, ethnicity, religion, disability status etc. NOT that we make sure we hire or include BECAUSE of these things. It isn’t meant to give bonus points; it IS meant to level the playing field. To remove barriers to success.
The components:
- Diversity – This should not be limited to race, gender, ethnicity, religion, disability status etc. It should expand to include ways of thinking, lived experiences, cultural backgrounds and more. Making sure all are considered and welcomed. Don’t fill the room with people who only think one way. Don’t be afraid to include “rebel” thinking.
- Equity – This is meant to be that all are considered equally based on skills brought to the table. Not just those on-the-job description, but soft skills, transferable skills, thinking skills. Most people can learn the details of the role with the right tools and the right teacher. This included removing barriers to success. Workplace accommodations, flexible hours, on the job training are just a few. (reach out if you want to know more about workplace accommodations).
- Inclusion – Most organizations are not doing this. Mostly because they don’t really understand what it means. Inclusion is not allowing someone to sit at the table. It is that they feel welcome, like they belong, knowing their voice is valued as much as other counterparts in the room. It does no good to invite someone in if you really do not want them there and it shows.
- Accessibility – This is about removing barriers to success. This can be making sure your building is accessible for wheelchairs, larger monitors, specialized keyboards, create solutions for job duties or something like flexible hours. It goes into workplace accommodations, most of which are of minimal to even no cost. You can read this study that gives some more details. Read the study on reasonable accommodations cost. It also includes digital accessibility. Making sure your website, application and documents are accessible to all.
How Can We Make It Work
Is this a lot of work? YES. But it is not about spending it on meeting quotas or hiring solely due to a minority status. The work is cultural and procedural.
Ask these questions:
- Do you publicize opportunities in multi-cultural locations, in accessible formats?
- Do your applications make it easy for all who qualify to apply?
- Do your people accept and embrace differences? Knowing that it lends to enhancing business growth? Your customers are diverse, reflect that in the workplace.
- Do you ask about accommodations for ALL employees?
- Do your policies and procedures make sure no one is excluded for anything but being qualified to participate?
DEIA is not easy to measure or properly implement. But you will see it in the people, realize it in the differences that are represented, see it in the bottom line.
So, in the end, don’t focus on some quota because they meet some defined criteria. We are too different as a human race to box people into labels anyway. Focus instead on equitable practices, inclusive behaviors and making sure people are not excluded because of a non-job-related attribute.
Want to Talk?
DEIA isn’t just a buzzword—it’s a commitment to creating workplaces that reflect the rich diversity of our world. Reach out to The Information Tamer and let’s see what we can do. I always like feedback and tips as well. I am not a disability rights or ADA expert, just someone who is ready to make a difference.
