How DEI initiatives can inspire a thriving work culture
Nov 6, 2023
2023 has been another transformative year of change, especially in the area of workplace experience. Company leaders increasingly recognize the important role that diversity, equity and inclusion (DEI) plays in organizational culture and employee satisfaction, and are taking action. The good news: Capterra cites 58% of HR leaders say their company is prioritizing DEI more in 2023 than they have in year's past, with only 8% of employers cutting back on DEI.
In this blog, we will explore the ways in which DEI initiatives foster a thriving culture and how community management can improve employee well-being. We’ll demonstrate how creating a connected, inclusive environment makes employees feel supported and valued. Plus, we’ll outline how Circles integrates DEI initiatives into our own culture, from the employee, HR and client perspectives. By embracing DEI, organizations can not only improve company culture but also support employees by creating an environment that prioritizes satisfaction and wellbeing.
Let's dive into the transformative potential of DEI for organizations and individuals alike.
Diversity encompasses an array of dimensions including race, gender, age, ethnicity, and more. When organizations commit to fostering diverse and inclusive workplaces, they open doors to a multitude of unique perspectives, experiences, and talents. Great Places to Work and Forbes both show that diverse teams are more innovative and better able to solve complex problems. By embracing diversity, companies ignite creativity, spark innovation and improve the employee experience, all which lead to improved products, higher quality service delivery, and ultimately, company success.
Equality and equity are two important concepts when discussing DEI. While they share similarities, they have distinct meanings and implications for creating a fair and inclusive work environment.
Equality refers to treating everyone the same, regardless of their background or circumstances. It focuses on providing equal opportunities and resources to all individuals, regardless of their differences. The goal of equality is to ensure that everyone has access to the same starting point or platform.
Equity, on the other hand, recognizes that people may have different needs and circumstances. It involves providing fair treatment, taking into account the specific challenges that certain individuals or groups may face. Equity seeks to address systemic barriers and biases that may hinder the progress or success of marginalized individuals.
An equitable approach aims to level the playing field and create a truly inclusive environment. It requires understanding and acknowledging that individuals have different starting points and may require additional support, resources or accommodations to overcome barriers and achieve equitable outcomes. Rather than treating everyone the same, equity seeks to provide the necessary resources, opportunities, and support to ensure that everyone can thrive.
While diversity is crucial, it is essential to accompany it with equity. Equity ensures that all individuals, regardless of their backgrounds or identities, have equal access to opportunities and resources. It is about leveling the playing field and removing systemic barriers that hamper both personal and professional growth, and access to services or resources. By employing equitable practices and policies, organizations create inclusive communities and empower employees to thrive based on merit, capabilities, and contributions. This commitment to fairness and impartiality fosters a culture of inclusivity where everyone feels valued and recognized.
Inclusion is the heart of a thriving culture. It goes beyond simply having a diverse group of individuals; it is about creating a work environment where each employee feels welcomed, accepted, and heard. This can be a challenge, especially with today’s workforce being geographically dispersed — working remote, on-site or some combination thereof!
But workplaces of the future aren’t geographically dependent, they unite employees in purposeful, meaningful work, no matter where they sit. In other words, it’s not the location that defines the workplace, but the social connection. More often than not, connected employees are engaged employees because they feel a sense of belonging and inclusion. When they feel valued, respected, and supported, they are more likely to be motivated and committed to their roles. This ultimately leads to higher employee retention, productivity, and positively impacts the bottom line. It’s all connected, pun intended!
The role of a community manager within an organization can be critical in fostering an inclusive culture and ensuring all employees feel included and part of a supportive community. Community managers can help organizations implement DEI initiatives, establish connections within the workplace, and harvest the open dialogue needed between employer and employee. These dedicated professionals unite employees — diverse, underrepresented and even remote employees — into a supportive, connected community. They are an objective voice that can help HR professionals and leadership understand the diverse needs and perspectives of their employees and are skilled professionals who know how to build an inclusive community in the workplace.
Circles is proud of the work we’ve done to date in diversity management and fostering an equitable and inclusive corporate culture, but there is still more work to do. In 2020 we formed a DEI Advisory Committee to evaluate our DEI practices and build on the progress we have already made. This committee is responsible for DEI initiatives enterprise-wide, and we’re sharing our initiatives as a point of reference for other organizations looking for ideas for their DEI initiatives.
For employees, we provide company-wide diversity training at all levels including people managers and executive leadership and we highlight diversity events and content on a dedicated Teams channel and within our company intranet, and encourage participation in employee resource groups (ERGs). Our Human Resources team has undergone interview unconscious bias training and uses blind recruiting techniques and gender inclusive applications in their hiring practices. For clients we curate content on DEI and post it in our client portal and in their customized newsletters, secure and feature diverse partnerships for our client discounts and special offers and support our clients’ ERG events.
Organizations that incorporate DEI as part of their business strategy experience far-reaching benefits, both for individuals and organizations. Employees experience increased job satisfaction, engagement, and overall well-being. They are more likely to stay with their company and invest in their professional growth. As a result, organizations can reduce turnover rates, attract top talent, and enhance their employer brand.
Diversity, equity, and inclusion are not just buzzwords; they are the pillars that support thriving cultures. By prioritizing and cultivating these principles, companies can create connected communities that elevate employee satisfaction, well-being, and performance.
