49% of job seekers have already experienced discrimination in hiring. Worse! 55% continue to be discriminated against after being hired, according to a global study by Remote. This is becoming an increasingly relevant element of running an organisation regardless of the industry. More institutions, including fully remote companies, are adopting a DEI (diversity, equity, and inclusion) policy. It shows your employees that you value skills from different backgrounds and all walks of life. Learn how a DEI policy can enhance office culture and how a learning management system (LMS) can help you achieve this.
What do we mean by diversity, equity, and inclusion? Here’s a detailed breakdown of each term.
The term “diversity” makes many people think of gender, race, and sexual orientation. Diversity certainly encompasses these facets, but there is so much more when hiring a diverse workforce. Other elements of diversity include:
- Social and economic background
- Age range
- Veteran status
- Political leanings
- Educational background
- Country of origin (especially for a remote team)
Equity means everyone is treated fairly with equal opportunities regardless of any of the above diversity elements they may identify with. Everyone is treated with impartiality and given a fair shot at career advancement, projects, leadership roles, etc.
Inclusion refers to employees being included in job-related affairs. The environment is all-inviting; everyone is given a voice in a supportive and collaborative setting. In other words, employers take active steps to make everyone, irrespective of their positions, feel like a valued member of the team.
Benefits of DEI policies implemented with Dokeos LMS
The advantages of a sound DEI policy are far-reaching. Consider the ways a robust DEI commitment can heighten your organisational operations.
1. Attract a wide pool of talent
People from a variety of backgrounds can introduce different perspectives based on their respective upbringings and life experiences. This ensures new ideas and novel ways of approaching solutions. By making a commitment to hiring a diverse roster, you enrich your own internal company culture. Everyone learns from each other.
2. Increase ROI
Can DEI implementation actually drive higher profits? The studies appear to support this. In a 2019 McKinsey study, data from companies in the UK, US, and Latin America showed that companies in the top 25% for gender diversity had 25% higher profitability compared to companies in the bottom 25%. Similarly, a report by Gartner revealed that organisations with an inclusive team met or surpassed their financial targets 75% of the time.
3. Boost your organisation’s reputation
There’s more to a company’s reputation than just providing a good product or service. Consumers nowadays give significant weight to what a company stands for. This may include philanthropic work on the side, environmentally sustainable practices, etc. Similarly, consumers will give precedence to companies that reiterate their commitment to DEI initiatives. Put your organisation out there as one that values diverse backgrounds and ways of thinking. Both customers and prospective job applicants will respond in kind.
4. Increase employee satisfaction
A study from Deloitte found that employers who implement a strong DEI policy significantly boost employee trust. Staff’s trust in leadership, in turn, increased engagement by up to 20% and reduced the likelihood of employee turnover by as much as 87%.
Why is this? DEI policies make employees—especially those from under-represented groups—feel that they have equal footing in an environment where their background or ideas may be in the minority.
5. Foster a safe work environment
Most DEI programs also include a no-tolerance policy regarding bullying, harassment, and favouritism. While DEI enforcement cannot 100% prevent any of these from occurring, it does make clear what isn’t acceptable and the penalties for crossing the line. When the consequences are clear, it makes members feel safer. In turn, this leads to higher morale, greater cohesion, and overall productivity.
Key inclusions in a DEI policy
DEI is more than just a set of policies. It’s something that needs to be instilled in your workforce and implemented into day-to-day operations. Here are some key points to add when developing a new DEI policy or modifying an existing one.
- Develop an annual or biannual DEI course complete with reading material, quizzes, and surveys. Refer to this guide on LMS for building a diversity and inclusion training program.
- Host live webinars or virtual classrooms on DEI initiatives with a live Q&A segment.
- Continuously modify your DEI policy to keep up with the latest statistical models, trends, and hiring demands.
- Incorporate DEI into company events. For example, add it to the agenda as part of a weekend meeting that also includes other activities like fun icebreakers, team-building games, networking socials, etc.
Strengthen your DEI policy with Dokeos LMS
DEI shouldn’t just be a written policy; it should be deeply embedded in your company culture. Dokeos offers a sophisticated, highly functional LMS to help you build a tailored inclusion training program for your employees. Our LMS will take you through a simple step-by-step building process so that you can get up and running in no time.
With Dokeos LMS, you can create internal DEI policies that meet compliance guidelines. Develop e-learning courses that further reiterate your commitment to a diverse and inclusive work environment. Get started with a free trial today!