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Diversity means having a workforce that includes different backgrounds, national origins, genders, socioeconomic statuses, and cultures. This can also include differing educational backgrounds and work experiences.

▲DEIB stands for diversity, equity, inclusion, and belonging. It's a philosophy and set of practices that is always evolving. In business, DEIB is important in creating a culture of acceptance needed to succeed.

▲Inclusion is the culture where workers can come to their jobs and feel not only comfortable but also confident to be themselves and work in a way that suits them and delivers business needs. Feeling welcomed, respected, and valued are key indicators of inclusion.

▲Professional equity is about making sure all employees can access the same opportunities and resources, and receive the same treatment. Skills, knowledge, and abilities are what make a difference in equitable workspaces, not characteristics.

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Belonging is a sense that you can bring your full, unique self to work and feel safe doing so. It includes everyday experiences and shows that someone is accepted and truly appreciated.

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DEIB helps promote psychological safety or an environment where employees feel embraced and respected. Feeling this way has a huge, positive impact on mental well-being, as individuals feel they can express themselves without judgment or unfair treatment.

▲Diverse workplaces are essential, as they bring varied perspectives and thereby foster creativity and innovation. Diversity enhances problem-solving and leads to better, more well-developed decision-making in professional settings.

▲In the 1960s, social movements and legal changes were completely reshaping things within the corporate world. In this context, the origins of DEIB date back to the mid-1960s.

▲People are made of both their ‘work self’ and ‘home self,’ but there’s no real way to separate the two. Creating groups that celebrate people will help them feel seen. For example, LGBTQ groups or women in engineering groups.

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Make sure hiring managers and recruiters are looking at talent from all backgrounds. If degrees and expensive certifications aren’t truly necessary to perform the role, don’t list them, as they are barriers to entry for many.

▲Leaders are usually the individuals who set the pace for the organization and are the face of a company. Having diversity represented in leadership helps younger colleagues picture themselves in these roles and inspires them to achieve greater things.

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A workforce built on DEIB principles takes vulnerability. A reminder: engage people who maybe don't speak up as much, in order to avoid groupthink or a conversation becoming too homogenous.

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Some people might avoid getting involved in DEIB because they think these are solely political issues. However, DEIB is about human rights. Building safe environments means everyone standing up for one another, even if it isn’t apparent how it directly impacts you.

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It has been proven that employees are happier, healthier, stay longer, and produce better results when they feel respected and valued. DEIB helps build this trust within organizations.

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Leaders shouldn't try to build DEIB efforts on their own; it should be a collaborative, team effort. Managers and colleagues should hold regular feedback meetings and provide a safe space to address any concerns.

▲Practicing inclusive communication involves ensuring that workplace communication is accessible, respectful, and acknowledges the diverse backgrounds of employees. This ultimately helps foster a culture of mutual respect and understanding.

▲Measuring the success of DEIB initiatives typically involves tracking things like representation, employee satisfaction, and engagement metrics. These metrics help hold leaders and teams accountable for progress.

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Creating safe spaces in the workplace allows employees to share their experiences and concerns without fear of judgment or retaliation, ensuring both psychological and physical safety.

▲Remote work can present challenges and opportunities for DEIB. It requires distinct strategies to maintain accessibility, an inclusive culture, and equity in remote settings to ensure all employees feel connected and valued.

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DEIB initiatives can positively influence a company's financial performance. It can enhance market share, foster innovation, and increase customer satisfaction through a more inclusive and diverse workforce.

▲Understanding people and interacting with them effectively, specifically with respect to their cultures, helps foster respect and open-mindedness.

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Understanding intersectionality in DEIB means recognizing how overlapping social identities, such as race, gender, and orientation, affect experiences of privilege within the workplace.

▲Understanding relevant laws and regulations, such as equal employment opportunity laws and affirmative action policies, is crucial for governing DEIB practices and ensuring legal compliance in different regions.

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Extending DEIB efforts beyond the workplace through community engagement and CSR initiatives helps companies positively impact the communities they serve, including partnerships with diverse suppliers and local programs.

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Additionally, DEIB efforts have resulted in an incredible 167% increase in the Employee Net Promoter Score (eNPS) and a 75% decrease in sick days. Employees who feel seen, valued, and respected show up more and are happier when they do.

Sources: (Collective Health) (Deloitte) (LinkedIn) (BetterUp)

▲According to Deloitte studies, DEIB initiatives lead to the following results: a 56% increase in job performance as well as a 50% reduction in turnover risk. This means that not only are employees doing better, they are leaving less, thereby boosting profits for businesses.

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When DEIB is done correctly, organizations and companies have seen the following: an increase in innovation, better creative problem-solving, and increased financial performance.

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DEIB (diversity, equity, inclusion, and belonging) is more than just a business buzzword: it is an entire way of thinking. DEIB will positively impact not only your entire life as an employee, but the lives of your friends, family, colleagues, and more. From feeling seen and heard to having your differences respected and valued, the workplace should be more than just somewhere you go each working day.

Work should be somewhere you bring your whole self to, and where you are able to confidently use your skills and abilities to improve processes, drive bottom line growth, and bolster team morale. For a lot of people and teams, though, DEIB can be overwhelming and leave them unsure where to start on this important journey. That is why this guide is especially important—it will take you through the basics of DEIB and the impact it can have, as well as things to consider when implementing strategies.

Curious to learn more? Click through now.