What is EDI in the Workplace?
Equality:
The fair treatment, equality of access, treatment, outcomes and impact. Fosters an inclusive environment where all voices are heard and valued.
Diversity:
The true representation in the workforce of all our varied identities and differences collectively and as individuals.
Inclusion:
A culture of belonging that actively invites the contribution and participation of all people, that recognizes and manages power differences.
Why is EDI Important?
69% of executives rate diversity and inclusion as an important issue (Glassdoor)
73% of Gen Z ad 68% of millennials prioritise EDI programs when job seeking
HOWEVER:
Investment in EDI by organisations is declining: 27% in 2023 (fall of 33% from 2022). (Fortune 2023).
What are the Benefits for the Organisation?
Gender-diverse companies are 15% more likely to outperform their peers and ethnically-diverse companies are 35% more likely to do the same (McKinsey)
Diverse companies are 70% more likely to capture new markets. (HBR)
Inclusive teams make decisions 87% faster (People Management)
Diverse management teams lead to 19% higher revenue (BCG)
Inclusive companies are 1.7 times more likely to be innovative. (Josh Bersin)
Why Do We Need Diversity?
Variety of perspectives
Enhanced Creativity
In decision-making
What is Inclusion in the Workplace?
Inclusion is celebrating diversity, valuing everyone’s perspectives, and creating a sense of belonging for all.
“Inclusive Leadership is about inspiring people to do something they never thought they could do” (Steve Jobs)
Psychological Safety in the Workplace
The Inclusive Leader
Leadership Coaching Skills
Lead Inward: Be Courageous
Ø Challenge your perspectives
Ø Equip Yourself
Ø Make bold decisions
Ø Champion EDI
Ø Create safe spaces
Lead Outward: Be an Ally
Ø Raise awareness across the organisation
Ø Share power
Ø Create a sense of team, rather than of control
Ø Promote uniqueness
What is Cultural Intelligence?
The ability to relate and work effectively with people from different nationalities, ethnicity, genders, age groups and all types of diversity. (London Business School)
Neurodiversity
“Neurodiversity” refers to the spectrum of difference in human experience and functioning. We all experience the world differently: there is no single ‘normal’ or correct way of living.
Top Tips for Inclusivity
1. Cognizance (Awareness of Bias)
Regularly challenge your assumptions by reflecting on your decisions and interactions. Ask yourself if bias could have played a role.
Attend unconscious bias training sessions and encourage your team to do the same to raise awareness and mitigate the effects of bias in the workplace.
2. Curiosity
Create opportunities to explore new ideas by hosting brainstorming sessions, encouraging team members to share different perspectives.
Step outside your comfort zone by engaging with people who have different backgrounds, experiences, and opinions to broaden your own understanding.
3. Cultural Intelligence
Make an effort to learn about the cultural backgrounds of your team members. Small actions like celebrating diverse holidays or discussing traditions can increase awareness.
Adapt your communication style to ensure everyone understands and feels included. Be mindful of language barriers or cultural differences in communication preferences.
4. Collaboration
Build diverse project teams to leverage different strengths, skills, and perspectives. Encourage collaboration across departments and cultural boundaries.
Facilitate group discussions that involve all team members, making sure quieter voices are heard and valued.
5. Commitment
Create a clear, actionable plan to promote diversity and inclusion within your team or organization. Regularly review and update your goals.
Make inclusion a regular part of your leadership focus by setting specific inclusion goals and tracking progress over time.
6. Courage
Lead by example by having open conversations about diversity, biases, and inclusion. Encourage your team to share their own experiences.
Don’t shy away from confronting issues of inequality or exclusion within your team. Show that you are committed to making your team a safe and supportive environment for everyone.
Reflective Questions For Leaders
How are equity, diversity and inclusion showing up in my team/organisation?
What level of discomfort am I picking up? Why?
Am I clear what inclusion/inclusive leadership means to my workforce?
What am I not seeing or noticing?
How am I creating a more inclusive organisation?
How am I creating a more inclusive organisation? What biases, discriminatory language or behaviour are showing up that I need to challenge for myself?
What opportunities do I take to bring equity, diversity and inclusion into conversations with my team?
Which ones should I have taken up and didn’t? Why not?
How comfortable do I feel with this approach?
How inclusive and accessible is my own leadership approach?
What else can I do as a leader to help to create a better more inclusive working environment?
Taking the next steps…
Join us for our Leading with Emotional Intelligence 6 part programme commencing November 2024: CLICK HERE
Find out more about our Insights Discovery profiles here: CLICK HERE
Find out more about our Coaching offering here: CLICK HERE
