Linking DEIB to Organisational Effectiveness
Diversity, Equity, Inclusion and Belonging (DEIB) is a topic that is often misunderstood and limited to issues of discrimination, racism, and gender inequality. But DEIB is much more than that. It is a holistic and proactive approach to understanding and valuing the diversity within our organisations. In this article, we will explore the importance of EDI in the workplace and how it can be integrated into the foundations, pillars, and culture of an organisation.
First, it is important to understand that DEIB is not a destination, but rather a journey. There is no end point to achieving equality, diversity, and inclusion. It is a skill set or practice that requires ongoing effort and development. To better understand the impact of DEIB in the workplace, we can use the analogy of an organization being a house. Just as a house needs a strong foundation and regular maintenance to be stable and have longevity, organisations need trust and the practice of DEIB to be successful.
The foundation of trust is essential for organisations to succeed, grow, and survive. Building trust between employees, managers, and leadership is key to creating a stable and inclusive environment. The DEIB skill set focuses on creating trust across lines of difference by creating spaces to talk about our fears, angers, and anxieties in relation to our internalized beliefs, biases, and value judgments. By creating fairness within the structure of the organization, we drive certainty which in turn fosters trust in the structures of the organisation.
The three fundamental pillars that provide structure and form to an organization are talent, leadership, and culture (TLC). The practice of DEIB is intimately wrapped up in the strength and resilience of these three pillars. Talent cannot be developed without meaningful inclusion. The new currency of talent is being engaged, challenged, supported, heard, validated, and grown. If only a handful of talent feel comfortable within an organisation, only this handful will remain and prosper. Leadership plays a crucial role in driving, supporting, and developing talent, as well as creating an environment where talent can thrive. They cannot shirk their responsibility to talent by ignoring the development of the DEIB skill set. A strong organisational culture is often characterized by high levels of trust, communication, innovation, safety, and engagement. DEIB is integral to creating and maintaining a strong culture.
In conclusion, DEIB is much more than just a buzzword or a response to discrimination and inequality. It is a skill set and practice that is essential for the success of organizations. It is about creating trust, valuing diversity, and fostering inclusion in all aspects of an organization. It is a journey that requires ongoing effort and development, but the benefits are undeniable. By recentralizing DEIB as core to organisational success, we can create a more inclusive and equitable work environment for all.
