Where does your organization stand regarding diversity, equity, and inclusion (DEI)? Have you adequately implemented measures that account for differing backgrounds, perspectives, and needs? If you’re like most organizations, these issues were likely on your radar before the global pandemic this past year, but they may not have received the full attention they deserve. However, COVID-19 has given some spotlights to DEI initiatives, and wise business leaders are taking note. Here’s a look at how the pandemic has spurred this conversation forward and what you can do to rise to the occasion
DEI – Before COVID-19
Before the pandemic, one of the most significant and pressing challenges for companies was understanding the needs and circumstances of diverse employees. As more vocal advocates repeatedly brought this issue to light, more businesses started to step up their considerations for employees. But even though the national conversation has shifted to focus on diversity and inclusion more, statistics continue to show a lagging ability to implement these ideals.
One study revealed that “many employees still don’t believe somebody has their back when times get tough.” Such feelings can fester and lead to “poor outcomes” for employees and employers, with as many as 50% of employees leaving a job due to shortcomings in diversity and inclusion.
During the pandemic, employers understandably shifted their focus toward prioritizing employee health and safety. But as the worst of COVID-19 began to recede, they were reminded again of this important focus, especially after research showed that minorities and those in lower socioeconomic groups were hit the hardest during the pandemic. Today, it’s imperative that an employer must be their team members’ ally and advocate when they’re dealing with unusual life circumstances like chronic illness, disabilities or limited childcare, or facing societal injustices due to race, religion, gender, or sexual orientation.
DEI – After COVID-19
It’s no surprise that today’s best leaders prioritize workforce inclusion more than ever. To be innovative in their approach to managing COVID-19’s impact on business, organizations seek input from a diverse group of employees who approach problems from various perspectives. They are also appointing leadership roles, such as Chief of Diversity, to lead efforts in proactively diversifying workforces.
“Diversity leaders will need to be involved in role design and creation of flexible work systems to ensure that employees of all backgrounds and needs are considered when the organization designs new workflows,” said Ingrid Laman, Vice President, Advisory, Gartner.
Organizations are also increasingly turning to employee resource groups (ERGs) and business resource groups (BRGs) to play important roles in strengthening communications and connections across dispersed groups. ERGs intend to bring diverse groups together to find common interests. A survey of Diversity & Inclusion leaders by the Institute for Corporate Productivity (i4cp) found three critical functions ERGs are taking on:
- In 37% of organizations, ERG/BRG leaders help monitor the emotional well-being of group members.
- In 37% of firms, leaders are surfacing the needs and concerns of group members, who may represent older workers, those with disabilities, or other employee populations.
- In 34% of organizations, ERG/BRG leaders are asked to help keep their employee community members connected and engaged.
DEI – In the Future
Not only is championing DEI initiatives the right thing to do from a human perspective, but it also benefits businesses in tangible ways. For example, cognitive diversity has been found to enhance team innovation by up to 67% of job seekers who consider workplace diversity an essential factor when considering employment opportunities. It pays in terms of internal culture, respect, human kindness, talent acquisition & retention, innovation – and more.
There’s no doubt that the pandemic has increased employers’ focus on supporting their employees’ financial, physical and mental health. In turn, it brings to light the essential differences outside of the workplace and the need for understanding and acceptance across the board. This is expected to continue and grow in prominence and depth in the years to come, as well as it should.
What are your thoughts around the current state of DEI and the Covid Effect? Start the conversation below!
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Excellent job, Amit. I appreciate your partitioning your article into three parts: DEI before COVID-19, DEI-After COVID-19, and DEI in the Future. I like your approach; however, I think you could also factor in the impact of ubiquitous encroachment of the civil rights of black and brown people, as evidenced in the Department of Justice investigation on how police indisputable evidence of mistreatment of black and brown people. Still, in the three cities and states, the Department of Justice investigated the abuse of minorities epitomized by how George Floyd was murdered. I believe it enabled all people, especially those who were not used to the pain and anguish black and brown people express about their treatment by police, which was evidenced by how George Floyd was murdered.
The incident opened the eyes of every decent American to say this is not right. Further, it propelled people and organizations to commit to diversity and meaningful inclusion in every aspect of our society.
Glad you enjoyed my article. Thanks for sharing your insights. Your points are well made.