How to achieve more diversity, equity & Inclusion? Three steps towards more equity.
The topic of Diversity, Equity & Inclusion (DEI) is fairly new in german-speaking countries, probably even in Europe. The United States tend to be more ahead because they have acknowledged the importance of well managing and understanding its enormous cultural and ethnic diversity.
Since the topic is fairly new - I get a lot of questions from both company representatives, as well as, especially all-male founding teams, about what they can do to shape a more inclusive company culture. To get a checklist with steps to follow. Before I share with you my checklists, I’d like to explain my simple approach, which I recommend in all my keynotes, workshops, and training. It’s called my ‘3 E’s on the way to more equity’:
Education, Empathy, Effective measures.
EDUCATION
The Why. First, let's understand WHY it's so important to talk about Diversity, Equity & Inclusion. Here are some questions we will explore....
Aren't all people the same?
What is the role of privilege?
What (structural) inequalities exist and what numbers are meaningful?
What does DEI actually mean?
What does Unconscious Bias mean?
I can pursue this by either educating myself, reading books and listening to podcasts, attending continuing education or training on the topic. Often, something like this is also offered in a corporate context. Once we have asked ourselves these questions, we usually have a better understanding of WHY we actually need to talk about it, and exactly WHAT we are talking about.
On to the next level!
EMPATHY
Knowing the terms is all well and good. But if I'm not emotionally involved, the odds of getting serious and long-term about equity and diversity are less good. The good news is - empathy can be trained! Therefore, here's what I recommend...
Seek exchanges with people affected by discrimination: What is the reality of their lives? What support do they want?
Thinking outside the box: Who actually wrote the books I read? Do I only read books by white people? Do I have female authors of other religions or backgrounds, for example, on my bookshelf? What are they actually writing about?
Use new, immersive technologies: E.g. virtual reality games offer various 'role plays' where I can slip into other people's shoes and experience the world through their eyes
EFFECTIVE MEASURES
Once I have acquired the knowledge and skill of empathy - whether privately or professionally - the question is - WHAT do I do now, and HOW do I do it? Or what and how do we do now in our company?
Privately: become active! For example, I can join associations that advocate for people affected by discrimination. Sign petitions
In your company…
I can contact my HR department and ask what my company is doing to actively promote equality and diversity.
If I have the opportunity to promote the issue in the company myself, check the status quo: What are the numbers in the company? Who is being promoted? Who is not promoted or promoted later? Is there a gender pay gap, for example? Who is taking parental leave, who is not?
Initiate strategies and kickoff with motivated people and decision makers - find like-minded people and get commitment from management that they will support you (at least 1-2 people).
Set goals and make decisions: What goals should be made to achieve greater equality? Who or what do we need to achieve these goals? By when should they be achieved?
In the next blog article, I will go into more detail on Part 3 'Effective measures' - WHAT exactly can companies do to achieve more equality? What measures can be put in place?
If you are interested in training or education for your employees and managers, I would be happy to hear from you to explain my approach.