In recent months, the conversations around Diversity, Equity, Inclusion, and Belonging (DEIB) in the workplace have intensified. As we look to the future, HR professionals must remain focused on the ultimate goal: to establish long-term inclusive practices that make a difference by helping individuals, teams, and organizations thrive together. True DEI in the workplace takes time and effort.
How do we cut through the noise? By refocusing on the “why” behind DEIB initiatives and embracing a concept I call “inclusive design.”
What is Inclusive Design?
Inclusive design integrates DEIB efforts seamlessly into everyday practices, making DEIB an underlying principle rather than a siloed pillar.
Some examples of daily operations that can incorporate inclusive design include:
- Meetings: Ensuring all voices are heard and respected.
- Training Sessions: Integrating DEIB principles into both formal DEI training and other programs where inclusive practices are highlighted, even if they aren’t specifically labeled as DEI-focused.
- Professional Development: Offering equal opportunities for growth and advancement.
- HR Practices: Embedding DEIB into hiring, onboarding, performance review, and engagement processes.
Building a Foundation for Inclusive Design:
Before we jump into specific HR practices, I want to acknowledge that this can be a daunting task.
That is why it’s crucial to build a solid foundation for inclusive design to thrive that includes:
- Leadership buy-in: Ensure leadership understands your “why” and is ready to champion it.
- Listening: Take advantage of people surveys, listening sessions, and one-on-one conversations to gather insights.
- Collecting people data: Analyze quantitative and qualitative data on representation, retention, hiring, promotions, and succession planning to understand the current state of DEIB in your organization.
- Align efforts across departments: Understand organization-wide challenges and align DEIB efforts accordingly.
By using this foundation, you will better understand your starting point and be able to develop a tailored plan unique to your organization’s needs.
Incorporating Inclusive Design into Your HR Practices:
It’s important to incorporate inclusive design into every part of the employee lifecycle.
Hiring: Start at the Beginning
Creating a truly inclusive workplace starts from the very beginning – the recruitment process. There are several ways to incorporate inclusive design throughout your HR practices, ensuring you attract and retain top talent from a diverse pool.
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- Branding: Highlight your commitment to diversity on your website and social channels. Feature the diversity within your workforce or leadership team when appropriate.
- Job Descriptions: Use inclusive language and ensure job requirements don’t inadvertently exclude qualified individuals. Feature inclusive benefits like flexible work arrangements and comprehensive health benefits if you offer them.
- Job Posting Sites: Expand your reach by using niche job boards like diversityjobs.com and connecting with local community partners through an outreach management system to find and attract diverse talent.
- Interviewing: Assemble a diverse panel of interviewers to mitigate bias and provide a well-rounded assessment of candidates.
- Training: Offer training for hiring managers and HR staff on inclusive hiring practices and relevant employment laws.
- Selection: Standardize your candidate selection criteria. If you’re using AI or an ATS, regularly check to ensure it does not permit bias.
- Presenting an Offer: Be transparent about pay and conduct pay audits to adjust offers accordingly.
- Candidate Feedback: Establish clear communication channels for candidates to share feedback.
Onboarding: Setting New Hires Up for Success
A strong onboarding process is essential for employee satisfaction and retention.
To ensure that all new hires feel welcomed and valued, it’s crucial to incorporate inclusive practices from day one. By implementing the following strategies, you can create a positive and equitable onboarding experience.
- Buddy Programs: Pair new hires with experienced employees to foster connection and support.
- Bias Training: Include bias training in your onboarding process to raise awareness.
- Clear Communication: Make sure all onboarding materials are accessible and easy to understand. Offer translations if necessary.
- Feedback Mechanisms: Create systems for new hires to provide feedback on the onboarding process, such as regular check-ins and anonymous surveys.
Fostering Growth and Equity: Inclusive Employee Development
Investing in employee development is crucial for both individual and organizational success. By creating a growth-oriented culture that prioritizes equity, you can empower your employees to reach their full potential.
Let’s explore how to implement inclusive practices within your employee development strategies.
- Performance Management: Implement a fair and transparent evaluation process with clear goals, criteria, and advice for improvement. To avoid inaccurate data, you can also use a performance management tool that counteracts rater bias.
- Skill Development: Offer a diverse range of opportunities for learning and development that cater to different learning styles and skill levels.
- Mentorship Programs: Establish mentorship programs to support underrepresented groups. For example, Mitratech’s AdvanceLaw has a Diversity Mentorship Program initiative to reinforce diversity and promote development within the legal industry.
- Transparent Promotion Processes: Develop clear, unbiased criteria for promotions and ensure transparency in decision-making.
- Development Plans: Work with employees to create personalized development plans that align with their career goals and organizational needs.
Building a Thriving and Inclusive Workplace: Employee Engagement
Engaged employees are the backbone of a successful organization – and DEI in the workplace.
By creating an inclusive environment that values diversity and fosters belonging, you can significantly boost employee morale, productivity, and loyalty. Let’s explore strategies to enhance employee engagement through inclusive practices
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- Celebrating DEI Holidays: Recognize and celebrate diverse holidays. You can use a DEI calendar tool to ensure you don’t miss anything.
- Create a Culture of Belonging: Implement initiatives to reduce isolation and encourage collaboration, especially in remote work settings. Consider team-bonding activities, whether in-person or virtual, and social groups centered around shared interests.
- Mental Health and Wellness: Prioritize mental health initiatives and educate employees on the resources available to them.
- Recognition Programs: Implement recognition programs that celebrate diverse contributions and achievements.
- Employee Networks: Support the creation of employee resource groups for community, learning, and advocacy.
- Referral Programs: Encourage diverse referrals to broaden the talent pool and leverage your workforce’s networks.
Building a Better Future Through Inclusive Design & DEI in the Workplace
When implemented correctly, inclusive design can have a positive transformative impact on your organization. By embedding DEIB principles into everyday HR practices, companies can create inclusive and equitable work environments that benefit everyone.
Ready to take the next step for DEI in the workplace? Visit our library of resources or contact us today for HR software solutions that support diversity recruitment, performance management, DEIB calendars, and more. Let us help you transform your HR practices and create a more inclusive, engaging, and high-performing workplace.
Christopher Rowland
Executive Director of DEIB Strategy
Mitratech
