Creating a DEIB Culture: Diversity, Equity, Inclusion, and Belonging

Last Updated on December 17, 2023 by Daniel Boyce

Our culture is more diverse than ever and more tolerant of diversity, and the top talent wants to work for organizations that share those values.

One of the things that top talent demands, besides higher pay and hybrid work environments, is a culture with DEIB at its core.

At the same time, the Great Resignation and quiet quitting have put top talent in higher demand and managers on high alert.

Diversity, equity, inclusion, and belonging (DEIB) are transforming the modern-day workplace, and leaders in every industry hear the call to action and are hungry to act.

What is DEIB?

Remember that diversity, equity, inclusion, and belonging are all part of a whole.

It’s a common mistake for an organization to overemphasize one aspect of DEIB but neglect the others.

For example, they might have diverse hiring practices, but once they onboard the candidates, they don’t follow through with equity, inclusion, and belonging.

If leaders and talent acquisition managers understand the nuances of DEIB, they can confidently lead their teams.

If they choose to ignore it, they can bring in toxic workplace culture. 

Diversity

Diversity mainly involves hiring practices.

An organization is diverse if it hires candidates from various backgrounds such as race and ethnicity, sexual orientation, socioeconomic status, gender identity, religion, age, veteran status, and mental and physical abilities.

Equity

Equity refers to the fair treatment of everyone regardless of their background.

In an equitable work environment, all employees are treated fairly, irrespective of their social identity.

Processes and procedures exist, giving everyone equal access to opportunities, development, and advancement.

Inclusion

Building a diverse team is a significant first step, but now the real work begins.

Inclusion ensures that every person is woven into the fabric of the company.

It builds a culture where everyone feels seen, heard, and valued.

They trust that when they use their voice, their voice will be heard.

An inclusive work environment gives everyone an equal opportunity to participate and contribute to the company’s success.

Belonging

Belonging is an employee’s trust that no matter their background, their team respects them.

They feel empowered to speak up if they don’t feel safe at work.

Why is DEIB important in the workplace?

Everyone – regardless of their race, ethnicity, gender, sexuality, physical or mental ability, or religion – deserves to thrive and prosper.

Everyone has a skill, knowledge, or talent that can make the world a better place.

When companies and organizations have DEIB practices, society grows and reaches its most significant potential.

However, barriers to making that vision a reality exist; most of the time, those barriers are hard to see.

An intentional culture of DEIB can help tear down those barriers and be a talent magnet.

The more competitive job market

Organizations seeking top talent in their field can’t afford to fall behind.

Many workplaces are already several steps ahead in the game, and they’re not just attracting the top talent.

Their diverse teams make up the top performers in their field.

• Companies, where women make up 30 percent or more of their executives are more likely to outperform companies with fewer female executives in the same field.
• Teams that have gender diversity outperform less gender diverse teams by 48 percent.
• Teams with ethnic and cultural diversity outperform by 38 percent.

Happier employees

DEIB puts a face on an organization’s values.

It shows employees, customers, and business partners that the organization values diverse voices.

It makes the company more resilient and exposes people to new ways of thinking.

Retention rates

No talent acquisition manager wants to go through the hassle of vetting, interviewing, and hiring a new job applicant, only to have them resign a month later.

High turnover disrupts teams and workflow and is costly to the organization.

A positive culture where workers feel respected, valued, and safe is good for business and retention strategies.

When a company’s culture reflects DEIB values, employees are more likely to have a positive outlook and experience.

Research shows that when employees work in a culture that prioritizes diversity, equity, inclusion, and belonging, they are:

• 9.8 times more like to look forward to going to work
• 6.3 times more likely to take pride in their work
• 5.4% times more likely to stay longer at the company

How do you create a DEIB culture?

Leaders can have the best intentions about creating a DEIB culture, but cultivating it takes a different skill set.

Understand the current culture

Organizations can start by assessing their existing hiring practices. Below are some questions they can consider:

• What are the current recruitment procedures?
• Are there ways recruiters can reach out to a more diverse group of candidates?
• Is there inclusive language on the website and job postings?
• Are there barriers that might prevent someone from applying?
• Are a range of voices included in the hiring process, and are they empowered to provide constructive feedback?

Policies can inadvertently create disparities against certain groups.

For example, the number of women in the workforce declined in 2021 because their families could not access affordable child care and the burden fell on mothers.

Check with your current employees

Anonymous surveys can help the leadership team determine whether employees feel their work environment is diverse, equitable, inclusive, and offers belonging.

Training in bias, microaggressions, harassment, bullying, and other behavior may hinder a DEIB culture from thriving.

Make your intentions known

Stay interviews are a valuable tool for assessing the existing workplace culture.

They help managers solve problems before an employee decides to resign from their position.

It’s an opportunity to individually connect with employees and ensure they are getting the support they need, but it also opens up the conversation about DEIB in the workplace.

Collaborate and create a plan of action

Talent acquisition teams play a vital role in guiding DEIB culture.

They can be excellent employee resources for suggesting DEIB training programs and initiatives.

Summary

Diversity, equity, inclusion, and belonging are more than a set of guidelines in an employee handbook.

They are values the senior leaders, managers, and teams live by. A culture where leaders act on these values by hiring people from diverse backgrounds, valuing their contributions to the organization, and giving them the opportunities to succeed is the future inclusive workplace.