Given the recent social challenges in our country, many organizations are turning attention to their
Diversity & Inclusion programs with renewed focus. Improvements and action plans are beginning to
take shape – from new employee groups and open forum discussions to seminars on implicit bias and
training on microaggressions.
However, few organizations recognize the breadth of the work ahead because they are only talking
about Diversity and Inclusion. There are two more factors that must influence the conversation as
leaders pave the way for change: Equality and Equity.
Leaders must evaluate each of these factors independently as they plan for DE&I transformation:
Diversity in Thought, Race, Background, and Experiences. Expanding our
understanding of how race, religion, sex, national origin, disability, sexual orientation,
gender, age, language, education, and socioeconomic status shape our experiences helps
us celebrate differences among individuals rather than allowing them to divide
us. Recognizing the value in breaking down these will provide teams and leaders with new
perspectives to move forward from groupthink and open the door to new possibilities.
Equality in Pay, Respect, Attention, and Opportunities. At its core, Equality ensures
everyone has the same rights, status, treatment, and support and is afforded the same
opportunity regardless of any protected characteristic. Favoritism, nepotism, and
discrimination are quickly rebuked in favor of producing resources for everyone to have a
distinct voice in achievement and innovation.
Equity through Investment and Removal of Systemic Injustices. Where Equality
focuses on providing the same resources to all people, Equity provides a mechanism to
solve for the disadvantages that have become ingrained in our way of work. We must
identify and eliminate barriers that have prevented groups from fully participating or created
unfairness, and replace them with programs that bridge the gap.
Inclusion of All Perspectives that Stand for a Better World. Creating environments
where any individual or group is welcomed and respected provides the basis for all people to
feel valued and supported. Removing unconscious or implicit bias is the first step to
inclusion, and it is a skill that must be practiced at all levels of the organization at all times.
Paving the path to justice and equality in the workplace extends further than statements of solidarity and
monetary support of community organizations. The real work lies in our actions – as employees, as
peers, as neighbors, as humans. For business leaders, there are no longer sidelines to stand on; it is
incumbent upon each one of us to take an active role in making our organizations – and our
communities – united for generations to come.
At DayBlink, we assist organizations in having these complex and difficult conversations, enabling common
understanding, and developing sound solutions for the future.
To learn more about our DEE&I services, please
contact Shelby Balius at Shelby.Balius@dayblink.com or Kenneth Merritt at Kenneth.Merritt@dayblink.com.