While the discourse around Diversity, Equity, and Inclusion (DEI) is facing challenges, the core needs of employees for respect, inclusion, and maximization of organizational benefits remain constant. It's vital to acknowledge that employee treatment extends beyond mere work performance, being significantly shaped by the diverse identities they carry into the workplace.
Employees bring a range of external and internal identities to their work environment, each playing a significant role in shaping their interactions and experiences in the workplace. Understanding these identities can help create a more inclusive and empathetic work culture.
Recognizing and respecting these diverse external and internal identities are key to fostering an inclusive workplace where every employee feels valued and understood. It's important for organizations to create an environment where these identities can be expressed safely and respectfully, contributing to a positive and productive work culture.
External Identities
1.Ethnicity/Race: Visible ethnic backgrounds can influence how employees are perceived and treated.
2.Gender: This includes not only male and female but also non-binary and transgender identities.
3.Age: Different generations bring diverse perspectives and experiences.
4.Physical Abilities: This includes visible disabilities or physical characteristics.
5.Language and Accent: The language(s) spoken and accents can affect communication and perceptions.
6.Dress and Appearance: How one dresses or presents themselves, including adherence to cultural or religious dress codes.
Internal Identities
1.Sexual Orientation: This private aspect of identity can impact social interactions and comfort levels in the workplace.
2.Religious Beliefs: Personal faiths and beliefs, though not always visible, can significantly influence values and perspectives.
3.Socioeconomic Background: An employee's upbringing and economic history can shape their worldview and work ethic.
4.Education and Professional Background: The level of education and nature of previous professional experiences influence skills and attitudes.
5. Mental Health Status: Issues like anxiety, depression, or other mental health conditions, though often invisible, play a critical role in an employee's workplace experience.
6. Personal Interests and Values: Hobbies, passions, and personal values, while internal, can influence an individual's approach to work and collaboration.
7.Political Ideology: Employees may have strong political beliefs that shape their perspectives on various issues.
While it's tempting to view work as a domain where personal identities should not matter, the reality is that we perceive and interact with each other through these varied identities. Society's tendency to categorize people often results in both positive and negative affiliations. Unfortunately, these categorizations heavily influence our understanding of one another. Ignoring these identity-based influences under the guise of color blindness is counterproductive, especially when our social interactions are deeply rooted in these group dynamics.
In recent times, many businesses have become cautious in their DEI strategies, responding to louder opposing voices. This shift in social dynamics has its roots in the widespread acceptance of DEI following the George Floyd incident. DEI, although a longstanding concept, became a primary tool for addressing racism and discrimination within organizations. However, the clarity of DEI goals often remained elusive, with initial efforts mainly focused on anti-racism and creating a welcoming environment without delving into the complexity of diversity and the nuances of marginalization.
For many organizations, the journey towards DEI was a reaction to societal pressures, often treated as a public relations strategy rather than a genuine commitment to change. Despite initial efforts like hiring consultants and forming internal committees, the deeper, introspective work required to reshape organizational culture frequently fell short, especially when it impacted the bottom line.
Opposition to DEI initiatives grew, particularly among those who felt marginalized by these efforts. This included CIS white males, especially from lower socioeconomic backgrounds, who felt alienated and targeted by DEI programs. These feelings intensified among those who struggled with economic hardships, feeling that their challenges were overlooked by DEI initiatives.
At DMC, we strive to include everyone in our Culture and Climate approach, recognizing the diverse experiences within a workforce and avoiding alienation. Our focus is on addressing challenges and operating with inclusive and equitable procedures. We make sure all individuals, regardless of their majority or minority status, see themselves reflected in DEI efforts.
One significant issue we often encounter is the impact of jokes and sarcasm that target specific identities, undermining a positive organizational culture. We work to unravel the roots of such behavior, emphasizing that humor should not come at the expense of others’ dignity.
In partnering with organizations, we’ve observed a lack of effective response to grievances related to discriminatory behaviors. We address these issues head-on during training and listening sessions, changing the tone by highlighting real incidents(without identifiers). Honest conversations with employees involved in such incidents reveal a mix of denial and acknowledgment, often stemming from influences outside the workplace.
The friction surrounding DEI is more about human behaviors than terminology. DEI provides a framework for understanding how we treat each other based on our identities. A shift towards positively treating each other, regardless of DEI terminology, is crucial. This includes evaluating recruitment practices, employee experiences, advancement opportunities, and the power dynamics influencing these aspects.
In conclusion, our focus should be on the substance of how people enter and thrive in our organizations, rather than getting entangled in debates over DEI terminology. It's about ensuring respect, equitable, equal opportunity, and the ability for all employees to fully benefit and excel within the organization.