The Advantage of DEI Implementation and How to Achieve It

In Brief

• DEI is a set of principles and initiatives that aim to promote a diverse, equitable, and inclusive environment within the organization.
• The correct implementation of DEI can increase the number of approvals from the public.
• One of the most important factors to make DEI works within the organization is leaders’ commitment to demonstrate and support DEI genuinely.

Almost everyone seems to be talking about DEI these days. It has become a highlight in recent years among the public along with the rise of social movements, be it about sexism, racism, ableism, and many more. But if we’re talking in the business context, what is this DEI? And why should business owners start taking DEI into account if they haven’t yet already?

DEI (Diversity, Equity, and Inclusivity) is a set of principles and initiatives that aim to promote a diverse, equitable, and inclusive environment within the organization by prioritizing the representation of diverse groups, focusing on the creation of a fair system that provides equal opportunity for every individual without considering their backgrounds, and protecting the sense of belonging of these people despite them coming from different backgrounds.

The correct implementation of DEI can increase the number of approvals from the public as it shows that the company cares about this issue and wishes to enact a change by providing a better workplace for its employees. Besides, shall the company need to attract young talents, it’ll be effortless if the company already has DEI regulation implemented since DEI is a hot issue among the youth.

So, how do we achieve DEI in the workplace? The answer is a continuous improvement by assessing the current system from time to time and if there’s a need to change it, then the organization can act upon it through initiatives. The role of leaders is also crucial, leaders need to demonstrate DEI and commit to support it genuinely so that their employees can take examples out of them, be encouraged to be DEI enablers, and do the same thing once they become leaders. And the chain goes on and on and on until DEI becomes the bare minimum in every organization and not a big idea for transformation.