The Growing Importance of DEIB in the Workforce: Moving Beyond Training
SAIR Collective: Empowering DEIB and HR Professionals with Comprehensive Resources
CHAPEL HILL, NC / ACCESSWIRE / November 24, 2023 / In recent years, organizations have increasingly recognized the importance of diversity, equity, inclusion, and belonging (DEIB) in the workforce. While training has been a common approach to address these issues, there is a growing understanding that true progress goes beyond mere instruction, rather, it requires individuals to genuinely care and actively engage in the work of DEIB. This article explores the significance of DEIB in the workforce and why fostering awareness and empathy is crucial for meaningful change.
According to Pew Research, a majority of U.S. workers say focusing on DEI at work is a good thing, but relatively small shares place great importance on diversity in their workplace. Training initiatives aimed at addressing DEI issues have become commonplace in many organizations. These programs often focus on increasing diversity by hiring employees from underrepresented groups and providing general diversity training to the entire workforce. While these efforts are important, they alone do not guarantee lasting change.
As noted in a CNBC workforce survey, this is in keeping with how employees value DEI, with most workers (62% overall) saying that they consider DEI to be an important factor in their company's ability to drive success. However, only 48% of C-level executives said the same, and almost half went so far as to say that DEI is "a distraction from our company's real work."
According to Forbes, "Driving diversity, equity, inclusion, and belonging (DEIB) within an organization builds stronger teams, fosters creativity, improves business growth, and helps attract, and retain top talent."
One company that is helping companies be more effective in their DEIB actions is SAIR Collective. SAIR Collective brings diversity, equity, inclusion, and belonging assessments, strategy, and consulting to organizations in a wide variety of industries. From education to biotech, from logistics to healthcare, they help organizations of all sizes create actionable, measurable initiatives that increase inclusion and belonging.
According to SAIR Collective founder and owner, Corey Williams, "Training is a small piece of managing a sea of change. Instead of focusing on feelings, which are readily dismissed as non-actionable or irrelevant to the bottom line, we focus on the facts."
SAIR Collective's professionals focus on job acceptance rates, reputational scores, advancement metrics, turnover numbers, and intent-to-stay measures. This can help translate the real cost of an inequitable and non-inclusive environment; as facts demonstrate an urgent need for DEIB efforts, employers can implement initiatives that create measurable results. The SAIR Collective moves away from training and feelings as the center of DEIB and focuses on a business metrics and outcomes approach and can help interrupt the policies and practices that are causing harm.
According to SAIR Collective, simply providing information and automatically expecting people to overcome biases and discriminatory behaviors is unrealistic, because knowledge alone does not always translate into action. To achieve meaningful progress, they advise, it is crucial to foster a deeper level of awareness and empathy that goes beyond what can be achieved through training alone.
Interrupting and mitigating biases require individuals to develop a genuine awareness and care for the impact of their actions and decisions. Cognitive awareness involves recognizing one's own biases and understanding how they can influence judgments and behaviors. Historical awareness entails comprehending the systemic and structural factors that have perpetuated inequality and marginalization. Self-awareness involves reflecting on one's privileges, experiences, and blind spots.
When individuals genuinely want to do the work of DEIB and care about creating a more equitable and inclusive environment, they are more likely to take meaningful actions to address biases and promote fairness. This goes beyond checking boxes or adhering to policies, it necessitates a personal commitment to challenging ingrained beliefs and behaviors.
Embracing DEIB is not only a moral imperative but also a strategic advantage that drives innovation, improves decision-making, enhances employee engagement, and strengthens organizational reputation. Many experts suggest that it is important to have a more inclusive and equitable workforce for all. Perhaps DEIB can help that goal be fulfilled.
ABOUT SAIR COLLECTIVE
The SAIR Collective brings diversity, equity, inclusion, and belonging (DEIB) assessments, strategy, and consulting to organizations in a wide variety of industries. From education to biotech, from logistics to healthcare, they help organizations of all sizes create actionable, measurable initiatives that increase inclusion and belonging. Founder and Owner, Corey Williams, is a DEIB consultant. Williams has been promoted in publications like the Wall Street Journal and Parents Magazine. For more information, visit SAIR Collective at www.saircollective.com. For additional information, visit SAIR Collective on Facebook or LinkedIn.
CONTACT
Corey Williams
connect@saircollective.com
919-810-6700
SOURCE: SAIR Collective
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