How Effective Leaders Embrace Diversity, Equity and Inclusion in the Workplace

Diversity, equity and inclusion (DEI) have become central themes in the modern healthcare environment. DEI is a framework that companies use to create a safe and welcoming space where employees have equal opportunities regardless of background. It’s far more than race or gender and takes into account national origin, generational difference, disability, religion, military status and more.

But what does DEI actually look like in practice? Is it simply checking boxes or meeting legal expectations?

Let’s dive into how to reframe DEI as a strategic asset to support recruitment, retention and organizational success.

The Difference Between Diversity, Equity and Inclusion, according to the American Psychological Association.

• Diversity: Refers to the representation of different social identity groups in any setting.
• Equity: Unlike equality, equity not only provides the same opportunities, but goes the extra mile by accommodating an individual’s needs for achievement.
• Inclusion: When an environment provides affirmation and appreciation towards different perspectives, advocating for individuals to express themselves and demonstrate their strengths and potential.

Integrating DEI Into Your Business Strategy

DEI initiatives may receive criticism, but when a company has a diverse team, not only does the business connect with a multifaceted customer base, but it also invites richer perspectives into strategy conversations. Organizations should consider how DEI initiatives can elevate their brand reputation and in-house talent.

Data-Driven Insights

You can’t fix what you don’t measure. It’s imperative for a company to know its numbers, otherwise it’s simply navigating a maze blindfolded. Measuring qualitative and quantitative data through employee surveys, performance reviews or trainings is highly encouraged to identify disparities and pockets of opportunity. A data-driven mindset ensures DEI efforts are grounded, and progress can be tracked over time.

Embracing New Generations of Employees

There are five workforce generations, with each one bringing in unique expectations surrounding work-life balance, communication and career development.

• Silent Generation (1928-1945)
  This traditional generation, in their late 80s, are hardworking and loyal employees with a formal communication style and who respect authority and rules.

• Baby Boomers (1946-1964)
  Aged between 60 and their late 70s, Baby Boomers are ambitious and respect freedom and hard work through an informal, in-person communication style.

• Gen-X (1965-1980)
  Also known as The Lost Generation, Gen-x'ers, in their 40s and 50s, are comfortable with technology and respect their independence, autonomy and work-life balance.

• Millennials (1981-1996)
  Making up the largest share of the U.S. workforce at 36%, Millennials, aged upper 20s to mid-40s, also care about their autonomy and work-life balance. They focus on real-time monetary and non-monetary incentives and respect work standards.

• Gen-Z (1997-2012)
  Under the age of 28, Gen-Z are focused on meaningful work connected to the mission of their employer. They are fast-paced and often showcase their ability to multi-task and appreciate electronic communication.

Acknowledging these differences with a holistic approach and creating policies around them reinforces a safe and open-minded environment, ultimately attracting new talent.

Best Recruitment and Onboarding Practices

Before sharing your hiring post, first consider your employee turnover rate. If it’s becoming an outlier, this may be connected to poor career development, work-life balance and managerial leadership.

Having a strong onboarding process may include:

• Assigning a mentor or ambassador to a new hire
• Encouraging feedback and new ideas
• Cross training
• Ongoing career and personal coaching
• Offering fair compensation and benefits

Building a strong foundation from the start will help reduce turnover, leading to a close-knit community.

Laws Protecting DEI

There are several U.S. equal employment laws protecting job applicants and employees from discrimination.

• Civil Rights Act
• Equal Pay Act
• Age Discrimination and Employment Act
• Pregnancy Discrimination Act
• Americans with Disability Act
• Older Workers Benefit Protection Act
• Family Medical Leave Act
• Uniformed Serviced Employment and Reemployment Rights Act

According to the U.S. Equal Employment Opportunity Commission (EEOC), the laws apply to all work situations, including hiring, firing, promotions, harassment, training, wages and benefits. The EEOC, which has 53 offices across the country, also works to prevent discrimination through outreach, education and technical assistance programs.

Pushing for Change

DEI initiatives should not be treated as a social trend. When there’s respect and safety, everything else falls into place. When you align DEI goals with your core values, your authenticity will shine through with applicants, employees and your audience. Investing brings more than just good recognition, but a loyal workforce and more efficient teamwork.

Continue to get inspired while earning CE credits through our on-demand education library, refreshed monthly. And join the conversation and sign up for future live webinars here.