You Will Tap Into Diverse Perspectives
While DEI initiatives may start at the top of the company, you’ll want employees from different levels of the company to provide their input. What the C-suite believes a DEI initiative needs may look different than what middle level manager or entry level employees see as necessary. The more employees you involve in your DEI initiatives, the more unique perspectives you can tap into. Having employees with different backgrounds, education levels, and family structures, chime in on your DEI initiatives can bring so much more to the table.
You Can Avoid Blindspots
Pulling in different perspectives when shaping your DEI initiatives can help you create a more well-rounded program and can make it a lot easier to catch any blind spots. Even with the best of intentions, it’s easy to misstep when creating DEI initiatives. Presenting an initiative to a wider group before rolling it out to the entire company can give you a chance to catch any issues with the initiative before it’s too late.
Take employee feedback seriously here—they’re the group most impacted by these initiatives and their say should matter.
You Can Make Employees Feel Respected and Heard
Taking your employees' thoughts and feelings into consideration when planning DEI initiatives can make them feel seen, heard, and respected. While you can’t have too many cooks in the kitchen when planning your DEI initiatives, you can give all employees the chance to have their opinions heard.
You can send an optional anonymous survey to all employees regarding any concerns they have about current DEI efforts at your company and what they want to see in future initiatives. Although, you should also have a process for reporting concerns about your DEI initiatives with the employee’s name attached to their complaint. That way, you can have a much deeper conversation with them about their concerns.
Creating new DEI initiatives or programs without consulting your employees can lead to feelings of resentment.
You Can Help Foster a Safer Working Environment
Having strong DEI initiatives in place can help foster a safer working environment for your employees. Illustrating a commitment to equality and celebrating individuals for who they are can make it easier for employees to feel safe and to stay connected at work. As a result, you’ll have a workforce that is happier, healthier, and more productive.
When all employees feel safe and respected, it becomes easier for them to collaborate, problem solve, and lean into their creative sides—all of which benefits both employees and the company.
You Establish a Stronger Company Culture
It takes a lot more than talking to build out a strong company culture. Just because a company lists a set of values and priorities that allegedly shapes their company culture on their website, doesn’t mean that they’re putting their money where their mouth is. When you involve your team in DEI initiatives you’re signaling to them that their beliefs are an important contributing factor of your company culture. Not to mention, you give them a chance to help shape the culture that affects their daily lives.
You Will Be Sincere
Creating a DEI initiative without consulting your diverse workforce may come off as tone death. You have an opportunity here to listen to your team, to determine what they need to feel safe and happy at work, and to make progress together. The first step towards a sincere DEI initiative (and not just a performative one) is team involvement.
A DEI initiative is not something that should be thrown together quickly in order to check off certain boxes. Involving your team in your efforts shows a deeper commitment to change and a willingness to listen and adapt.
This article is intended for general informational purposes only and does not constitute legal advice or an opinion on any issue. It should not be regarded as comprehensive or a substitute for professional advice.