Because of DEI
Diversity, equity, and inclusion (DEI) in the workplace did not solve systemic inequity. We did not defeat racism, sexism, homophobia, transphobia, or any other -isms. Then again, Justice Informed did not think we would. That was never the ultimate goal.
So, what did we get as a result of DEI?
Contrary to inflammatory language circulating on the internet, DEI does not benefit a specific few while discriminating against others. In fact, an emphasis on DEI in the workplace benefits us all. Because of DEI more workplaces have:
Accessible working conditions
More inclusive workplaces
Improved communication channels
Better managers
More fair pay and professional development
1. Accessible working conditions
When workplaces provide flexible working conditions, all employees benefit. Flexible hours and remote work has led to an increase in employment for people with disabilities, whose rate of employment has gone from 30% in 2019 to 35% in 2022. This statistic is largely credited to employers allowing for accommodations to be met with flexible conditions that are open to all employees.
Moreover, accessible working conditions such as flexible work hours, remote work, leave policies, accessible technology, and more also help veterans. Almost a third of veterans have a service-connected disability, and creating workplaces that support individuals with disabilities directly impacts veterans' ability to work.
These same flexible working policies have created better workplaces for parents. DEI pushed us to consider how women are disproportionately impacted by a lack of workplace flexibility (20% of women say that flexibility has helped them stay in their roles). Still, employees of all types are able to find balance thanks to accessible working conditions.
2. More inclusive workplaces
When we build more inclusive spaces, it is not just a specific few who benefit. Inclusive workplaces create a sense of belonging and result in a 17% increase in team performance and a 29% increase in team collaboration, according to a 2018 study from Deloitte.
Additionally, inclusive workplaces have higher employee satisfaction and better decision-making practices. When an emphasis is placed on inclusive decision-making, that does not mean giving the mic to someone based on their race or gender. It means establishing an environment in which groupthink is avoided and practices are in place that allow for multiple perspectives and ways to push back without fear of retaliation.
3. Improved communication channels
A focus on DEI has led to workplaces considering how and when people can provide feedback. DEI has allowed all employees to have their voices heard through surveys, focus groups, and other committee dialogues. These surveys may be looked at through a disaggregated lens to ensure no discrimination or harassment, but they are open to all employees.
Communication across all levels of leadership without backlash allows for honest and transparent conversations. This process may have been created to help amplify the voices of marginalized or minority groups, but ultimately, the practice is a positive opportunity for all.
4. Better managers
We’ve all heard about the pitfalls of DEI training. We have not successfully gotten rid of microaggressions or stopped discrimination in the workplace because of the twenty-minute online required videos.
However, at many workplaces, DEI placed a focus on training managers. As a result, in the past few years, we’ve seen managers who are better prepared to communicate across lines of difference and who are more culturally competent. Managers are also more aware and confident in their ability to give and receive feedback. This skill benefits both the manager and employees while providing the confidence, capacity, and competency to lead inclusively.
5. More fair pay and professional development
As the name suggests, DEI has led to more equitable promotion and pay. When organizations take the time to review their policies and practices, we see a decrease in the gender pay gap. This does not just benefit women. In reviewing the whole pay structures, employees of all types see more fair pay.
Additionally, because of DEI, organizations have reviewed their leave policies. Having parental leave policies benefits mothers, but it also benefits LGBTQ+ parents and men who have access to paid leave. As a result of DEI reviews, military leave is less likely to hold employees back from promotion. Reviewing policies through a DEI lens creates better leave for everyone.
DEI in the workplace is one step in a long journey to create a more equitable world. You can claim to do it because there are better business outcomes, because it is a case of human rights, because you value it as an organization, or just because it is the right thing to do. Regardless of your reasoning, don’t forget that creating an equitable world, inside and outside of work, benefits everyone.
