Implement These 5 DEIA Initiatives for Tangible Workplace Impact
Creating an inclusive workplace is more than just a trend—it’s a necessary commitment that ensures every individual feels valued, heard, and appreciated while having equal access to all opportunities. Inclusivity calls for everyone to have a seat at the table, with their unique identities and lived experiences moving us toward greater progress.
Nowadays, employees expect nothing less.
In today’s complex professional landscape, diversity, equity, inclusion, and accessibility (DEIA or DEAI) have been top priorities for companies trying to nurture a greater sense of workplace belonging, and workers are taking note. A recent Pew Research Center study reveals the following:
- 61% of respondents say their organizations have fair hiring and promotion processes.
- 52% have regular DEI training sessions.
- 30% state their workplace demonstrates salary transparency.
- 26% have access to affinity or employee resource groups.
Of these numbers, a majority of employees believe their company’s practices positively impact their job experience. While the first two data points might indicate that DEIA initiatives are steadily on the rise, the latter suggest we still have a ways to go.
So, what does this mean for us?
For one, I think it’s important to celebrate our successes. By no means should 61% and 52% be our goal, but they still represent a starting point—and we all must continue to stride forward if we want to transform the workplace for the better.
Adopting meaningful DEIA initiatives requires collective effort.
From leaders setting the tone to employees advocating for their peers, it takes a community to make a tangible difference. Here, we’ll explore five simple ways companies can propel change and weave DEIA into their values:
1. Identify and unlearn implicit biases.
Implicit biases are assumptions we make based on our beliefs about others. Most of the time, people don’t mean ill with their comments, but it doesn’t take away from the fact that they’re harmful—no matter how seemingly lighthearted. Some examples include:
- Stating that a team member cannot meet a time-sensitive deadline due to their age
- Labeling a woman as “bossy” while a man is “assertive” or “confident”
- Paying employees different salaries based on their identities rather than qualifications
- Pushing beauty standards based on skin color, weight, and other physical traits
Unlearning biases is a continuous journey, but it's worth the time and effort if we want employees to feel safe. Adopting a growth mindset can allow us to accept our learning gaps, take accountability, and establish a dynamic work environment where we can freely address biases—and do away with them in future interactions.
2. Revisit your hiring practices.
According to a Glassdoor survey, 76% of job searchers and employees consider a diverse workforce a crucial factor when assessing their companies or job offers. Furthermore, 87% of employees are more likely to be loyal to a company that actively prioritizes DEI. Based on the data, it’s evident that workers are attentive to whether businesses genuinely integrate DEIA initiatives into every aspect of their culture—or if their claims are more performative.
Remember that creating an inclusive workplace starts at hiring. If it’s been awhile since you took a glance at your interview and onboarding processes, reevaluate them and identify any potential trouble points that might exclude certain people groups.
3. Prioritize continuous DEAI training.
Implementing meaningful DEAI practices requires ongoing education for both leaders and employees. We might have the willingness to grow, but without deeper insight, our advocacy efforts might be limited.
Depending on the need, there's a wide range of training opportunities to choose from. For instance, teams may sign up for introductory sessions, in-depth workshops, or online courses to guide their learning, then collaborate on ways to take action. Increasing awareness is only the first step; addressing DEAI problems head-on can further elevate our impact.
4. Cultivate a culture of transparency.
Transparency drives improvement. To improve belonging and create spaces where everyone can thrive, there needs to be open communication. Exchanging feedback is never comfortable, but when employees feel secure enough to share their honest thoughts, it can help spotlight fresh, diverse perspectives that shape more meaningful solutions.
What’s more, this type of collaboration encourages a sense of ownership. When leaders expect everyone to contribute their voice, it demonstrates that no one is excluded from the hard and necessary conversations. And the more involved people are in cultivating a healthier, more inclusive workplace, the more likely there’ll be actionable change.
5. Make your workplace more accessible.
In 2022, only 21.3% of people with disabilities were employed while non-disabled individuals were employed by 65.4%. This startling employment gap further emphasizes the need for more accessible environments, with remote and hybrid work options being the absolute minimum.
Small features like including alt text for images, using clear document formats, or prioritizing user-friendly website interfaces can make a world of difference for disabled employees navigating their day-to-day work. Assistive technologies and other accommodations should also be at the top of the list, ensuring that workers have the resources they need to excel in a workplace that advocates for their success.
Looking for an inclusive professional community?
At CCWomen, DEIA is one of the four pillars that ground us in our work. Through open dialogue and advocacy, we strive to raise the bar to help create inclusive workplaces that celebrate every woman and ally.
If you want to be a part of our growing network and propel change, we’d love to get in touch.
