SCAN ALMOST ANY corporate website, and you will see references to D&I (diversity and inclusion), I&D (inclusion and diversity), or DEI (diversity, equity, and inclusion), among other buzzwords. But for people looking to create a career in an organization that supports all its employees, it’s important to remember that the “D,” “E,” and “I” are distinct cultural components — they are not interchangeable. “Diversity” refers to all the ways we differ, “equity” to treating people fairly, and “inclusion” to supporting everyone’s role as a contributor. Sometimes a corporate commitment starts and ends with lip service to “D,” and the “E” and the “I” get lost. Here’s how to spot the telltale signs of a workplace where all the letters are fully operational.
Diversity initiatives exclude no one. Effective efforts go beyond the assumption that the focus should be on hiring and promoting more women and underrepresented minorities. Typically, that’s the obvious first step because straight white males have historically been the favored majority. But diversity is about more than gender and race, and a truly inclusive workplace is not focused on one or two groups. Instead, all individuals and constituencies are engaged in contributing. The goal is achieving not just a mix of visible traits like age, race, and disability, but also of factors like thinking style, sexual orientation, political leaning, and cultural backgrounds. And in a workplace that thrives on equity, white men are also recognized for the differences they bring and are active participants in advancing diversity.
Diversity initiatives are tailored to the organization. There is no “one size fits all.” A mainstream corporation may be focused on recruiting people of color, but a workplace with a different representation, say one with many Asian Americans, may be conducting a search with a different focus. The goal should be to attract people from different backgrounds who can contribute their own perspective to the mix.
Diversity initiatives are embedded in the corporate culture. DEI goes beyond the careers page on the website and the recruiter’s pitch. The diversity vision should be part of an organization’s culture, and embraced at all levels and advanced by its leaders every day. All employees know that they have a stake in fostering DEI, which is not just the right thing to do but directly benefits the bottom line. Beyond support for employee resource groups, an organization’s commitment to DEI is reflected in corporate advertising and philanthropy, especially funding for internships and scholarships for underrepresented students. (For more telltale cultural signs, see Earmarks of a Diverse Workplace, right.)
Earmarks of A Diverse Workplace
THE BUSINESS CASE FOR DIVERSITY MAY BE WELL ESTABLISHED, BUT WHAT SHOULD YOU LOOK FOR IN AN INCLUSIVE WORKPLACE? HERE ARE SOME CHARACTERISTICS OF ORGANIZATIONS THAT DO MORE THAN JUST TALK ABOUT THEIR VALUES:
10 Organizations Creating Change
In addition to the achievements in diversity demonstrated by the Top-50 Workplaces for Indigenous STEM Professionals, there are many organizations committed to making progress on their own path to inclusion, equity, and opportunity for all their employees. Here, listed alphabetically, we recognize 10 of those workplaces actively working to firmly establish a culture of diversity and inclusion.
