It’s time to make Diversity, Equality, and Inclusion a reality at work

Diversity, Equality, and Inclusion (DEI) are the cornerstones of a thriving modern business. A diversified, inclusive workplace that provides equal opportunity to all is bound to cultivate an innovative and supportive culture, which will go a long way to make that organization successful. It sounds like a simple enough formula; make your organization a DEI workplace, and your challenges will melt, and your opportunities will grow.

Then why don't all organizations make their companies a DEI workplace? Because it is easier said than done. Pandemic changed the way we think and function in almost all spheres of life. Businesses have gone through tremendous stress in maintaining the pre-pandemic status quo. With pandemic-induced remote working becoming the new way of working, it opened new opportunities for organizations that hitherto were not possible from the DEI perspective.

Remote work has helped many organizations to take advantage of their diversified talents. Post pandemic, organizations can now tap into the talent pool of people who otherwise might have travel constraints or people who would have hesitated to work in the backdrop of societal taboos, given their personal and life choices, etc.

In fact, the pandemic has opened new doors for both organizations and individuals and has contributed to the overall cause of achieving DEI goals. Whether it is pandemic or not, change in the landscape of working or not, DEI at the workplace will not happen by just having the earnest intent or a well-written mission statement—it requires a conscious choice.

An organization's leadership must have the will and commitment to make their workplace a DEI workplace and, most importantly, a concrete plan of action. For an organization to become a DEI workplace, a solid strategy is a good starting point. However, how well the organization communicates the strategy and the leadership's sense of commitment to the junior-most members of the organization will determine the outcome.

With this an organization should start by forming small working committees with members drawn from different functions and layers of leadership depending on the organization's size. The organization must inform the working committees about its determination around DEI, share the strategic plans and goals with them, debate considerations, solicit inputs, and formally finalize the execution plan.

It is important to entrust the DEI plan's successful execution to the organization with a large and not a select small group. It will also make everybody responsible for shifting an organization to a DEI workplace. Any strategic plan—including the achievement of business goals—becomes sustainable only when people get involved from across the organization and its layers. A DEI plan is no exception. When an organization involves everybody to make it a DEI workplace, it can be a tremendous boost to internal branding.

S Mohini Ratna, Editor, VARINDIA