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THE DIVERSITY IMPERATIVE
The evolution from Diversity and Inclusion (D&I) to the more recent DEIB imperative is not surprising. Verna Myers, an expert in DEIB, succinctly puts it, "diversity is being invited to the party. Inclusion is being asked to dance." The expansion into Equity and Belonging aims to extend this metaphor. Gallup defines equity as fair treatment, access, and advancement for each individual within an organisation. Belonging takes the form of employees actively wanting to bring their true selves to work because they know it will be celebrated and admired. According to Sarah Bloznalis, Content Specialist at Work Human, diversity, equity, and inclusion are crucial for achieving belonging, which is vital as it significantly impacts employee commitment and retention. Gallup emphasises the commercial benefits of fostering DEIB within organisations, noting potential reductions in turnover and safety incidents, and productivity increases. They state “if managers could increase the number of employees who believed their opinions counted, organisations could reduce turnover by as much as 27%, safety incidents by 40%, and increase productivity by 12%.” So there is a massive commercial gain in fostering DEIB within organisations. Gen Z and millennials are set to make up more than half of the global workforce by 2030. According to AIHR, 80% of individuals aged 18-34 consider it important to work for an employer that promotes diversity and inclusion. Monster further emphasises that, for the majority of millennials and Gen Z professionals, a company's commitment to DEIB is a critical factor in employment decisions, directly contributing to their ability to thrive. According to Johns Hopkins, over 40% of Gen Z are willing to discuss workplace sexism, compared to 24% of earlier generations, underlining the importance of inclusive dialogue. McKinsey underscores another compelling statistic: companies prioritising gender diversity in executive teams are 25% more likely to achieve above-average profitability, highlighting the direct financial impact of diverse perspectives. Associate Director in Legal, Tom Hartwell put it well when he said “Companies are listening to their clients who demand D&I and ESG. This isn't a trend; it's a lasting paradigm shift.” ONLY 51% AGREED THAT THEY HAD SUFFICIENT OPPORTUNITIES TO CONNECT AND SOCIALISE WITH THEIR COLLEAGUES
However, not all organisations have caught up with DEIB, and many employees still feel the impact of workplace exclusion. In our Thrive Quiz, 1 in 5 participants strongly disagreed that they had good friends at work, and only half agreed they had sufficient opportunities to socialise with colleagues. Workplace loneliness is still prevalent. Quality social interactions with colleagues are vital for creating a feeling of equity and belonging. Addressing this issue requires effective management and interventions to foster a more inclusive workplace where individuals can meaningfully contribute and thrive. HBR highlights the large gap between HR leaders and employees in evaluating their organisations' dedication to DEIB. Despite 84% of HR leaders stating increased DEIB investment, only 31% of employees perceive a commitment to racial justice or equity. Leaders must understand employees' DEIB needs, encourage ongoing dialogue, and invest in manager development. There is a real opportunity to transform into a proactive workplace. Success means prioritising listening, understanding diverse perspectives, and establishing clear DEIB standards for improved overall business outcomes.
Results from our recent Thrive Quiz
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