Best Practices for Improving DEI in the Workplace  

True excellence requires that each individual be able to work and learn in an atmosphere of respect, dignity, and acceptance.

1. Understand the issues and recognize the challenges your organization is facing. Before you begin developing a plan to address 1. DEI issues within your organization, it is important that you understand relevant issues and take an honest assessment of which groups are underrepresented in your organization.  Some of these issues include root causes of discrimination, systemic issues that result in inequity, the differences between disparate-treatment and disparate-impact discrimination, and the effect of implicit and explicit biases in the workplace. 

2. Set measurable targets & hold leaders accountable. Make sure each manager, leader, and executive is responsible for DEI and hold them accountable during performance evaluations. Discuss DEI during leadership meetings and share feedback from employees. To demonstrate the importance of DEI to your company’s culture, explain what actions you’re taking to address inequality (ADP, 2020).  

3. Address microaggressions & unconscious bias. Not only can workplace discrimination and microaggressions have a negative impact on people of color in their careers, it can also affect their mental health. Changing the culture involves creating a safe place where employees can have real conversations about their unique experiences in life, during their career, and within the organization. Schools and companies can help employees to address concerns of barriers due to color by continually evaluating the culture and ensuring employees feel included. They should also create space for authentic conversations (Gray, 2021). 

4. Give employees a voice & encourage ideas and feedback. Fostering a culture where employees are allowed (and not penalized) for speaking up will allow honest leadership feedback and could/can help the organization move forward with DEI work. Actively seek feedback by providing channels where employers can safely provide feedback, such as anonymous forms or DEI-specific collaboration sessions. Allow questions and be prepared for conversations. Take complaints seriously – validate emotions and have authentic dialogue (ADP, 2021).  

5. Provide all employees development opportunities and equitable benefits. Discussing an employee’s career interests and personal strengths can help make them feel valued. Even if your company does not have a lot of opportunities for upward mobility, you can still help employees develop skills and knowledge that will serve them and your business in the future. Assigning new responsibilities to help stretch an employee’s skills or capabilities can be an effective way to develop their talents and increase engagement. Meet with each employee and discuss their short-term and long-term career goals. Create a development plan accordingly and follow-up regularly to check on their progress (ADP, 2021).  

6. Train employees, managers, & company leadership. Use training to show that discrimination and harassment are not only against the law but also against your company’s values. Stress how important it is for you to maintain a fair workplace for all employees and applicants. Train employees on how to report incidents of discrimination and harassment. Some employers have gone a step further and adopted bystander intervention training to show employees not only how to spot inappropriate behavior but also how to step in and take action when needed (ADP, 2021). 

7. Review policies, practices, and language within organization and in communication. At a minimum, ensure that policies and practices comply with applicable federal, state, and local non-discrimination laws and are free of both implicit and explicit biases (ADP, 2021). Language is a key component of creating an inclusive workplace and brand (Gray, 2021).