Measuring Diversity, Equity and Inclusion in Your Organization

The importance of promoting diversity, equity and inclusion across society is well understood, and the workplace is no exception. Organizations are devoting considerable time and energy to taking steps that ensure they are welcoming to all employees, regardless of age, gender, race, or ethnicity, among other factors.

In creating work environments that truly embody the principles of DE&I, it is incumbent upon employers to recognize exactly what that means. DE&I is not about being open and accommodating to a particular group of individuals; rather, its focus should be on making everyone in an organization feel welcomed, valued and heard.

It is clear that different people have unique ways of learning, working and communicating. An employer’s willingness to embrace alternative approaches speaks volumes about a company’s commitment to DE&I. And in a business setting, the ultimate goal is to see the job done correctly and productively – with the knowledge that there is more than one way to get there.

Measuring DE&I within the workplace

Determining whether an organization is embracing and demonstrating the values of diversity, equity and inclusion starts with a conversation with its employees. The “boots on the ground” insight they provide will tell an employer everything they need to know. 

Start by asking questions about whether the following things exist in the organization:

  • Bias. Are any employees, or groups of workers, treated unfairly because of bias? Does bias exist on either an unconscious or implicit basis? And, does the company engage in stereotyping that directly affects the work product or career advancement of certain employees? 

  • Awareness. Does the company recognize a variety of cultural values? Religious values? Gender orientations? Gender identities? Is there an awareness that the uniqueness of each individual is central to a strong culture of DE&I? 

  • Respect. Are a variety of different beliefs given the respect they deserve? Do leaders understand that by welcoming alternative beliefs, they are broadening the organization’s mindset and world view?

  • Recognition. Are differing abilities, whether physical or mental, recognized as assets by the company? Is value placed on the excellence of the work that’s done, rather than on the personal attributes of an individual?

  • Generational Attitudes. Are employees guided to leave behind age-related attitudes? Are mindsets such as “they don’t want to work hard” or “they’re too old school” kept out of workplace dynamics?

In examining these areas, employers can identify barriers to diversity, equity and inclusion in their organizations, and take steps to address them. Conversely, if companies find they’re doing things right, it’s a great idea to share it publicly. In an employees’ job market, great candidates are drawn to companies that show a commitment to DE&I.

Alaant works with great organizations every day, helping them tackle workplace issues just like this. Is there an area where we can lend our expertise and experience to assist your company? Contact us today and let’s get the conversation started!

About the Author

Miriam Dushane

Miriam Dushane, Managing Partner

Miriam is all in when it comes to doing whatever she can to help the Capital District grow and thrive. She is passionate about helping talented professionals find the right job and her work in the community is focused on furthering our area as a center of economic vitality. Miriam likes to garden and care for her pets. She is a member of an adult-only skate group where she rollerblades every week. She loves the Mets! And she is obsessed with vacuum cleaners; she really likes to vacuum and has 6 right now.