Diversity, equity, inclusion, and belonging (DEIB) is an important initiative used that can help companies create a more inclusive environment where everyone has an equal opportunity to thrive.
Benefits of DEIB implementation in the workplace include improved creativity and innovation, enhanced problem-solving, increased employee engagement and productivity, attraction, and retention of top talent, and improved customer relations—though the benefits are endless.
DEIB is a costly initiative. According to Harvard Kennedy School’s Iris Bohnet, U.S. companies spend roughly $8 billion a year on DEI training and initiatives, but it’s a worthwhile expense. Here’s why:
Corporations identified as more diverse and inclusive are 35% more likely to outperform their competitors. (McKinsey)
Diverse companies are 70% more likely to capture new markets. (HBR)
Diverse teams are 87% better at making decisions. (People Management)
Diverse management teams lead to 19% higher revenue. (BCG)
Unfortunately, with layoffs occurring, and the possibility of a recession, companies are in a position where organizational priorities must be reevaluated. Because of this reevaluation, DEIB is often one of the first initiatives to be threatened with removal, which signals to employees that these efforts are not a priority.
Fast Company explained that for some companies, DEIB strategies are a relatively new practice, brought on by the convergence of Covid-19, and the social and political unrest of 2020, including the police violence that has persisted and resulted in continuous murders occurring across the nation.
Back in 2020, I wrote a blog about DEIB, and FitPros’ efforts to be inclusive.
In 2020, corporations around the world began releasing statements of solidarity in relation to the growing Black Lives Matter movement. During that time, FitPros began to recognize that we serve a wide variety of employee demographics, and we reflected on how these current events were taking a toll on our clients’ employee groups, specifically their BIPOC team members. After many internal discussions, we turned the conversation into action.
On June 4, 2020, I released a moving and honest email about standing in solidarity with the Black community, enhancing current business processes, and always leading with love.
“On behalf of myself and FitPros, we vow to lead with love, educate with compassion, and learn with an open mind [...] Embedded at its foundation and interwoven in our values, our business fights for what is right and is committed to doing our part to make this world happier, healthier, and equal for all.”
As a whole, commitments to DEIB made at the height of the BLM movement were laden with promises to employees and customers. The decision to cut these at the onset of financial hardship could signal to employees the commitments were performative. It may also signal to employees they are not accepted at work, and that nobody deserves to feel that way.
For FitPros, a global wellbeing service provider to corporations, DEIB efforts are a priority. I am always working to educate myself and my team on different cultures; allow for open communication; be mindful of language, and celebrate diversity. FitPros offers a range of talk topics about inclusivity; I invite people to visit https://www.fitpros.com/diversity-and-inclusion to learn more.
Because these efforts are a priority, rest assured that we will not be removing them from our purview. This discussion does beg the question of why DEIB efforts are being targeted, and if there are ways for the efforts to remain in the priorities of all companies.
Warner Bros. has been in the news recently because of the restructuring of its DEI team. In October, 82 workers were cut following a megamerger with Discovery.
In addition, the Warner Bros. Television Workshop was slated to be shut down. The workshop was regarded as a pipeline for participants from historically excluded backgrounds to break into the entertainment business. The writers’ workshop had been in existence for more than 40 years.
All of this was part of a bigger plan to save an estimated $3 billion after the merger. The television workshop situation is, unfortunately, an example of cutting back on diversity initiatives. It was unclear from research, however, exactly how much of the $3 billion would be saved by cutting the television workshop.
Fortunately, Warner Bros. reversed course to close the television workshop after businesses like the Directors Guild of America vowed to contest the program’s closure.
“The DGA will not stand idly by while WB/Discovery seeks to roll back decades of advancement for women and directors of color,” DGA said in a press release. “This important program, mandated by the DGA collective bargaining agreement, seeks to promote inclusive hiring practices for diversified talent and concludes with program participants provided an opportunity to direct an episode of TV…It is unconscionable that proven efforts to diversify our industry are so quickly and cavalierly sacrificed.”
Warner Bros. is likely one of many businesses that have attempted to cut back on DEIB initiatives to save money, even if the cutback efforts were eventually reversed. With that in mind, cutbacks may have bigger purposes for businesses.
According to CNN, Florida Governor Ron DeSantis has referred to DEIB programs as “exclusionary” and has recently attempted to prohibit universities from funding them, though the financial implications of this decision are unknown.
It’s key to remember practicing inclusivity does not need to cost money. Even if a company cannot pay to offer DEIB initiatives, there are free options that go a long way.
One free option is to create employee resource groups (ERGs). These groups allow employees to meet like-minded people, share their culture and values, raise awareness, and tackle issues in the workplace. ERGs usually address the needs of underrepresented groups in the workplace, like Black, Hispanic and Asian employees, as well as women, parents, LGBTQIA+, and veterans.
McKinsey states belonging to an ERG helps employees feel that they can be authentic at work, and derive more meaning and purpose from the work that they do. Within the workplace, ERG systems and infrastructure strengthen acceptance, camaraderie, and fairness across groups and help members build allyship.
Who doesn’t want to see acceptance and camaraderie in their workplace?
McKinsey also says ERGs help with recruiting efforts by participating in talent attraction. The participation of ERG members, for example, in diverse panels and recruiting events, shows potential employees that a welcoming community exists at the organization they are considering joining. To support the career advancement of their members, ERGs foster sponsorship within or outside the ERG.
By connecting their members to colleagues and parts of the business looking to embed diversity in operations and core strategy, ERGs drive social impact. Within local communities, ERGs help improve brand visibility through volunteer activities and charitable giving to causes that ERGs consider important. Through ERG inputs, companies better understand their customers and are able to cater products to underrepresented groups.
Another free way to practice DEIB is by holding people accountable. It may not be easy to correct someone who uses an inappropriate word to describe another person or thing, but everyone should be held responsible for fostering an inclusive workplace. Sometimes, a discussion is all you need to make sure people are accountable.
Taking concerns seriously is also free and goes a long way. Everyone deserves to feel heard, and taking discrimination or mistreatment complaints seriously allows this to happen in the workplace. If an investigation shows inappropriate conduct did occur, talk with the person and, as a whole, take corrective action to prevent it from occurring again. Make it known that employees who share concerns are safe from retaliation.
Concerns and complaints aren’t the only way to make employees feel heard, though. Surveys, one-on-one meetings, exit interviews, or simply fostering open communication allows employees to share feedback. Assure your employees that their suggestions will be taken seriously.
I certainly hope businesses can find ways to continue to use DEIB initiatives. In my eyes, DEIB practices allow for different perspectives, bring new ideas, and are simply a good way to care about and consider people’s feelings.
By focusing on DEIB efforts, organizations can create a workplace culture that is more welcoming, respectful, and supportive of all individuals.
We should all strive to make people feel included. While financial struggles are expected, and there will be times when hard choices have to be made, the financial or time cost of DEIB initiatives is a small price to pay to ensure everyone feels welcome and safe at work.
Written by:
Lindsay Johnson, FitPros Founder & CEO
FitPros is a turn-key wellness provider empowering people to take charge of their personal health.
Contact FitPros to diversify your company’s wellbeing offerings and help employees meet their health & fitness goals.