With reductions in companies’ workforce coupled with budget cuts, protecting minorities in the workforce remains a daunting task. However, even before the budget pressures began, the tumultuous events of 2020 like the COVID-19 pandemic had already pushed DEIB down on the lists of priorities of many companies.
This reduction is a result of several factors one of them being budget constraints. However, the contentious American society and politics are an understated reason towards the division in the United States. Unfortunately, some business leaders now see DEIB as a divisive topic that can be misconstrued as a political association.
HR leaders are integrating their DEIB initiatives with day-to-day operational activities to keep the initiative alive in their organizations. These leaders see that although nothing can fully substitute for financial investment in DEIB, these initiatives will not wither due to budget limitations and changing perceptions.
Embedding DEIB into Organizational Culture
HR leaders are not treating DEIB as a separate initiative by embedding DEIB values into everyday business practices and company culture. Belonging has now formed the centrepiece of DEIB practice; the discussions on belonging have become a regular part of the team meetings, and they are complemented by some relevant books, podcasts, articles, and shared accounts. This integration makes DEIB an inalienable component of the organizational culture.
Integrating DEIB into Employee Training
Personality assessment has become a common practice during the hiring process in many companies in a bid to create homogeneous teams. The use of such tools beyond recruitment can allow teams to learn about varying working and communication styles, building awareness, acceptance, and support when working with diverse colleagues.
Creating Employee Resource Groups (ERGs)
Instead of imposing DEIB initiatives from the top down, HR leaders support employees in forming ERGs. These grassroots efforts create a sense of community, such as neurodiverse employees, LGBTQIA+, and other affinity groups. Investing in the success of ERGs enhances the sense of belonging and agency among employees.
The strategic approach of these HR leaders not only keeps DEIB initiatives alive but also makes them resilient to budget constraints.
