DEIB in the workplace: an approach full of benefits, but with challenges too

On top of fighting against professional discrimination, the benefits of DEIB in the workplace are countless for employees and businesses. Social justice is a significant expectation from young generations of workers like Millennials, and Gen Z. Generation Z is the most diverse demographic group, and standing up against social injustice and inequality is part of who they are. 

Yet, promoting a DEIB-based work culture is not just an answer to employees’ expectations. Welcoming and treating underrepresented minorities impartially and including them equally also presents many benefits from a business point of view. What are the main advantages of diversity, equity, inclusion, and belonging? What are the challenges? Here is everything you need to understand this topic better, navigate roadblocks, and make your workers and business thrive.

What is DEIB?

The meaning of DEIB

DEIB stands for Diversity, Equity, Inclusion, and Belonging, a framework that fosters an environment where all individuals feel valued and respected. Diversity involves recognizing and appreciating differences in race, gender, age, sexual orientation, and other attributes. Equity ensures fair treatment and opportunity access by addressing systemic imbalances and barriers. Inclusion refers to creating an environment where diverse individuals can participate fully and authentically. Belonging cultivates a strong sense of community and acceptance, where people feel integral to the organization. DEIB initiatives strive to create a more just, equitable, and harmonious workplace and society.

DEIB in the workplace

Diversity at work

Diversity in the workplace is related to hiring employees from all backgrounds and minorities to create a diverse workforce. The most known examples of diversity include the following characteristics:

• gender;
• culture;
• religion;
• race;
• disability;
• sexual orientation;
• age.

Yet, diversity is endless, as we are all different and have unique traits. For example, you can build a team of introverts and extroverts, with parents and non-parents… Workplace diversity aims to create a work environment that represents, welcomes, and values all communities.

👉 Read also: 15 examples of diversity in the workplace described. 

Workplace equity

Equity at work is “the quality of being fair or impartial.”It involves creating a work environment where individuals have equal access to resources and opportunities regardless of their background or identity. In other words, employers and managers consider that not everyone starts from the same starting line.

To lead equally and fairly, you must adjust to give everybody equal opportunities. Remember this sentence to understand the difference between equity vs. equality: “Equality is giving everyone the same pair of shoes. Equity is giving everyone a pair of shoes that fits.”

Inclusion in the workplace

Inclusion in the workplace refers to creating an environment where all employees feel valued, respected, and supported while being able to contribute fully and authentically. It involves actively inviting diverse perspectives and encouraging collaboration among workers of different backgrounds, experiences, and identities.

An inclusive workplace dismantles barriers that prevent participation and fosters a sense of belonging where everyone’s ideas and contributions are recognized and respected. Leaders and team members work together to ensure that policies, practices, and communication reflect inclusive values. It encourages a culture where diversity is celebrated and used for innovation, creativity, and overall organizational success.

The sense of belonging in the workplace

As highlighted in Maslow’s hierarchy of needs, the feeling of belonging is as essential in the workplace as it is in our personal lives. Diversity, equity, and inclusion play a massive role in fostering this aspect at work. It helps employees feel accepted and valued for who they are while creating a feeling of community.

Employees who experience belonging are likelier to be engaged, motivated, and committed to their work. It involves creating a supportive environment where diversity is embraced, personal experiences are recognized, and individual differences are respected.

💜 Learn more about the impact of belonging in the workplace!

What are the benefits of implementing DEIB in the workplace?

DEIB improves employee experience and well-being

Implementing more diverse, fair, and inclusive workplace practices improves employee experience in various ways. First, minorities feel included and are on the same level as anybody else. Second, DEIB initiatives have become a significant expectation for workers from all backgrounds. 

Therefore, promoting a working environment where everybody is treated equally, fairly, and respectfully improves employee well-being and experience. Everyone has equal opportunities to grow and thrive in their career, which creates psychological safety. Also, social justice is crucial for younger generations, and DEIB is committed to enhancing this aspect. 

💡 Good to know: the Workforce Happiness Score is 10 points higher in diverse businesses.

DEIB reduces employee turnover while increasing talent attraction and retention

Millennials and Gen Z (more than previous generations) prioritize working for a company that cares about social values and promotes DEIB. Moreover, 50% of employees from the U.S., the U.K., France, and Germany (all ages) would like their company to do more regarding inclusivity, according to a Glassdoor Diversity and Inclusion study from 2019.

Consequently, adopting DEIB initiatives is a real advantage in the labor market. On the one hand, it opens your recruitment process to a broader talent pool and increases your chances of finding the best match for your open positions. On the other hand, with 67% of job searchers declaring diversity as one of their top priorities, DEIB practices are a solid magnet to retain and attract talent.

DEIB boosts employee performance and business growth

Working with a diverse team and implementing DEIB is the opportunity to benefit from a wide range of knowledge and experience. Brainstorming sessions with people from different backgrounds result in more innovative and creative ideas. It makes your workforce more competitive, resourceful, and solution-oriented. 

Undoubtedly, this aspect boosts your employees’ overall performance and your company’s growth. Are you still unsure about this aspect? As highlighted in our previous article about the benefits of diversity in the workplace, statistics reveal the same conclusions: 

• 78% of people think diversity and inclusion make a company more competitive.
• Businesses with gender diversity make up to 25% more profit.
• The chance of capturing new markets is 70% for organizations with a diverse workforce.

DEIB enhances a stronger workplace connection 

Workplace connection is the backbone of a happy and engaged workforce and a successful business. To foster this aspect, you must create a bond between your business and your employees. This can be done through their job, relationships with peers, and the workplace itself. However, focusing on employee experience and DEIB initiatives is undoubtedly helping improve this feeling of belonging. 

Most people are proud to work for an organization that cares and acts to build a more impartial and fairer world. They feel aligned with the company’s values and connected to their colleagues. For minorities especially, seeing that everyone can reach the same goals regardless of their background improves their experience and connection with the workplace.

👋 Discover the advantages of supporting the workplace community!

DEIB improves your brand image and reputation

More than ever, brand image and reputation are crucial to consider as a business. Social media can also overthrow your reputation, but the good old “word of mouth” can also destroy it. 

The Abercrombie & Fitch documentary is the perfect example. For almost one hour and a half, the film reveals how this clothing brand performed discrimination and exclusion for years. It also highlights how difficult it can be for many people to connect to a brand when the company represents only one population group.

In a society where social justice, diversity, and inclusion matter more and more, employees, partners, and customers can have a very poor perception of businesses not acting toward DEIB. 

DEIB practices align with employees’ expectations and the trends of the future of work

According to Zippia's study about Diversity in the Workplace Statistics 2023, 50% of American workers demand more DEIB efforts at work. Building a fairer world is a change many of us want to see. Young generations are well determined to make it happen. The question is, are you meeting their expectations in this regard?

Moreover, Gen Z is the generation with the poorest mental health. Therefore, well-being initiatives are essential for this demographic group, the most diverse generation ever. Promoting diversity, equity, inclusion, and belonging positively affects how your workforce feels and their mental health. Like Millennials, they expect to see concrete actions that enhance fairness for all.

What challenges can you encounter when introducing diversity, equity, inclusion, and belonging at work?

Rethinking the old ways of doing things

Hiring a diverse team is not enough to tick the boxes of DEIB. This is the easy part. But how do you apply equity and inclusivity in your workplace? Which adjustments must you make to give all your team members the same chances? How do you ensure all minorities are included?

These changes can take time, and they sometimes imply making mistakes. The best way to improve is to ask minorities for advice. It means including your workers by getting their opinions and input. This will allow you to avoid repeating old behaviors and learn how to do things correctly. 

Getting everybody on the same page 

Although fostering a diverse, fair, and inclusive work culture becomes a priority for the majority, some people might still be less eager to see these changes. As a leader, it is your role to make everybody understand the importance of DEIB and the benefits that come with it.

Getting everyone on the same page is essential to developing a safe and positive work environment. Communication is key as employees shouldn’t feel frustrated and unconsidered. Remain available for discussion as much as you can and organize team-building activities. They are great for helping workers break the ice and get to know each other better.

👉 Find the best team ice-breaking activities to build genuine connections!

Avoiding subjectivity and biased behaviors

When it comes to equity, subjectivity is a real challenge to tackle. Fair practices imply taking each employee’s individuality and background into account. The problem is that something that might seem fair to one person may feel unfair to another. This is a sensitive and challenging aspect of workplace equity. Working with people who share the same values and have transparent communication (from both sides) is more important than ever. If a subjective matter arises, here again, communication is key. Creating a DEIB policy is also highly recommended to keep everyone aligned and avoid biased behaviors. 

How can you promote DEIB in the workplace?

Start with your hiring process

Recruitment is the first step of your employee journey; therefore, you must implement DEIB practices immediately. Incorporating DEIB practices in your hiring process begins with creating job descriptions that use inclusive language and avoid biased requirements. You then need to: 

• Implement multiple recruitment strategies by contacting various communities and using platforms promoting diversity.
• Train HR teams to recognize and counteract biases, ensuring fair evaluation.
• Standardize interviews with structured questions, focusing on skills and potential.
• Use diverse panels to provide varied perspectives during candidate assessments.
• Provide equitable opportunities through transparent processes and feedback.

By embedding DEIB into hiring, you build stronger, more inclusive teams that better reflect and serve diverse markets and communities.

Create a DEIB policy

Designing a policy ensures everyone knows what to expect and how to behave. Creating a DEIB policy involves a comprehensive approach that starts with assessing your organization's current culture and identifying areas for improvement.

The policy should outline clear goals and objectives, emphasizing the importance of diversity, equity, inclusion, and belonging. It must include actionable strategies for recruiting, retaining, and developing diverse talent alongside ongoing training and education programs. Establish mechanisms for accountability and metrics to track progress.

Involve diverse voices in policy creation to reflect varied perspectives. The policy should also address handling discrimination and bias, fostering a safe and supportive environment for all employees.

Organize DEIB training for everyone in the workplace

We mentioned that DEIB might not be perceived the same by all workers. To help your staff understand its importance, we recommend that everyone attend training about DEIB in the workplace. Experts can give them a clear insight, answer all their questions, and share valuable tips to introduce DEIB practices.

However, we also suggest this type of training even if you feel your workforce agrees 100% that their work environment should promote diversity, equity, inclusivity, and belonging. It will minimize subjectivity and biased behaviors. 

Consider the impact of your office design in promoting DEIB in the workplace

When considering how to apply DEIB in the workplace, office design might not be the first aspect that comes to your mind. Yet, your workspace layout can be exclusive and unfair for some communities. For example, visually impaired employees can't feel included without having access to equipment adjusted to their needs. Translating all mural signs into braille is one of the many ways to support them better. Breastfeeding mums also appreciate having dedicated mother’s rooms for privacy when working on-site.

💡 Discover 17 office facilities and amenities ideas to create a thriving work environment for your staff!

Give a voice to all communities and minorities represented in your workforce 

As we suggested earlier, the best way to do things right regarding DEIB is to get the information directly from the source. Nobody can answer your questions better than your team members. They can tell you how they feel at work and what could be done to boost DEIB in the workplace. Giving a voice to your staff is fundamental to increasing employee satisfaction and experience. However, DEIB is even more crucial as it affects them directly. How can it be people-focused if workers are omitted in the process?

Implement DEIB practices in all aspects of your organization

There are endless ways to implement DEIB practices, which must be adapted to your workforce. Try to introduce them on as many levels as you can. Of course, it doesn't need to be all at once. However, removing discrimination, injustice, and unfairness is the ultimate goal. Here are a few examples of DEIB initiatives:

• Allow employees to take some time off for the holidays of their religion (Eid al-Fitr, Yom Kippur, Easter…).
• Offer multiple food options at the cafeteria according to your workers' diets and beliefs (kosher, halal, vegetarian, vegan…).
• Enable flexible working arrangements (hybrid work, flexitime, four-day workweek…).
• Require the use of inclusive language in all your communication.

Adopt flexible work arrangements to facilitate DEIB

Flexible work arrangements enable you to build a diverse workplace more easily. On one hand, remote work allows you to hire people without being stopped by their living location. On the other hand, flexitime removes the time difference and the stress of commuting issues. Flexible work also helps some communities to embrace the career they aspire to. For instance, it might be better for people with disabilities to work on a hybrid schedule. Like this, they can work from home if they want to. 

You can also think about parents as another example. No matter their background, employees with children struggle to balance their professional lives with parenthood. Flexible working hours enable them to adjust their calendar to their kids' timetables. Less commuting allows them to have more time to spend with their family or for personal activities.

Embracing DEIB in the workplace is more than a corporate checkbox—it's a transformative journey toward creating a genuinely innovative and supportive work environment. You unlock your teams' full potential by prioritizing diversity, equity, inclusion, and belonging at work. Ready to take the first step?

‍deskbird offers a flexible workplace solution that supports DEIB principles through intelligent hybrid work management, helping you build a more connected and inclusive workspace.

‍Request your free demo and discover how flexible work practices support DEIB and improve employee experience!