Unconscious Bias: 16 Examples and How to Avoid Them in the Workplace
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Diversity, equity and inclusion are interconnected concepts that refer to the variety of unique individuals that make up a group of people and the environment that allows them to work together as equally valued contributors. Workplaces that prioritize DEI efforts have been proven to be safer, happier and more productive work environments.
Diversity, equity and inclusion (DEI) encompasses any policy or practice designed to give people of various backgrounds the resources they need to excel in the workplace. These three values establish a framework for taking into account individuals’ differences and informing how companies go about making their workplaces equal, fair and welcoming to all employees.
DEI (diversity, equity and inclusion) is a framework that embraces employees’ differences and encourages companies to give employees of various backgrounds the support they need to be successful in the workplace. It involves policies and practices that offer resources tailored to the needs of employees based on race, ethnicity, gender and other factors.
When promoting DEI in the workplace, businesses may focus on variables like gender, socioeconomic status, race and disability status. Recognizing these factors can reveal barriers workers of certain backgrounds face and give leaders more insights into what support is needed to help their employees overcome those barriers and flourish professionally.
Diversity refers to the set of traits that make an employee or group of employees different from one another. Diversity may exist due to differences in age, gender, sexual orientation, class, religion and other variables.
Investing in a diverse workforce can deliver promising returns for businesses:
Equity involves taking steps to ensure employees of all backgrounds have the same access and opportunities at a company. To create an equitable workplace, employers must understand what obstacles individuals of certain backgrounds face, so they know what support individuals need to overcome those obstacles. Only then can employees of different backgrounds compete on a fair and level playing field.
Businesses that cultivate equitable environments can enjoy major advantages:
Inclusion means making sure employees feel welcome in the workplace by embracing their differences. By adopting an attitude that values differences, companies can encourage employees to bring their whole selves to work and give employees the confidence that they’ll be seen and heard when they advocate for themselves.
Developing inclusive workplaces can have lasting effects for employers:
Diversity, equity, inclusion and belonging (DEIB) make up a framework designed to create a workplace that is fair and welcoming to employees of various backgrounds. Belonging was added to DEI to more clearly define what the results of a successful DEI approach should look like.
Belonging refers to the feeling employees experience when they’re celebrated for bringing their authentic selves to work. When DEIB is enacted properly, employees can feel comfortable in the workplace knowing they have the support and acceptance of those around them.
DEI training is a program of learning aimed at educating employees on how they can contribute to a safe and welcoming workplace for all as part of a company’s DEI framework. These trainings can cover unconscious biases, microaggressions, structural inequities and other issues employees of different groups face while providing clear steps all employees can take to ensure everyone gets the support they need in the workplace.
The form of DEI training depends on the needs of an organization and the challenges its employees face. It can be an in-person workshop or a series of workshops that build on each other, or it can be an online course that teaches different components of DEI over several weeks. No matter the format, company leaders should consult with employees — especially members of any related employee resource groups — to develop a DEI training program that is relevant to their workforce.
In the end, a successful DEI framework requires buy-in from all levels of a company, ranging from executives to entry-level employees. DEI training explains to employees why a DEI framework is necessary and what actions they can take to contribute to the goals of this framework. It also shows job candidates that a company is willing to go beyond diversity statements and is serious about creating a fair and welcoming workplace for all.
DEI initiatives are the actual steps companies take to cultivate a diverse, equitable and inclusive workplace. While DEI initiatives empower employees of marginalized backgrounds to advocate for themselves, they also provide ways for allies to support their colleagues. In this sense, DEI initiatives engage an organization’s entire workforce by uniting employees behind company-wide strategies, programs and goals.
Investing in DEI initiatives takes abstract concepts and translates them into concrete objectives that benefit both employees and the company. When employees see leadership taking steps to support them, they’re likely to stay longer in a place where they feel like they belong. And employees who are given the resources to overcome challenges may feel more motivated and focused at work, raising their productivity. Job candidates of varied backgrounds may also take notice of a business’ DEI initiatives, giving a company access to a wider talent pool.
With these upsides in mind, here are some common DEI initiatives companies can explore:
A diversity recruiting strategy is a plan for revising a company’s existing recruitment processes and developing new ones to diversify a workforce. It includes policies and programs aimed at different aspects of recruiting, from how teams write job descriptions to how interviewers interact with candidates. By scrutinizing the recruiting process, leadership can find ways to make the company more accessible and appealing to job candidates of varied backgrounds.
Companies looking to start and strengthen their diversity recruiting strategies can take a number of approaches. For example, recruiters may add statements at the end of job ads that encourage candidates who don’t meet all the requirements to apply anyway. Recruiting teams can also visit institutions like HBCUs to diversify their candidate pool and use technology when appropriate to perform blind resume reviews.
Company leadership can also reinforce diversity recruiting strategies by setting up diversity-focused internships for those of marginalized backgrounds and making sure their recruiting teams are diverse as well. Taking these measures can prove to candidates a company is committed to supporting employees of different backgrounds and convince them this is the place where they want to be.