7 tips for diversity, equity, and inclusion in the workplace

The value of diversity, equity, and inclusion (DE&I) practices in the workplace cannot be overstated. Organisations that prioritise fostering an inclusive culture and embracing diverse perspectives within their teams are not only better positioned to innovate and adapt but also to thrive in a rapidly evolving global market.

At Michael Page, we recognise the profound significance of diversity, equity, and inclusion initiatives.

Promoting DE&I in the workplace

How exactly do you implement DE&I best practice? Here are seven top tips for leaders to navigate and excel in their DE&I efforts:

1. Set measurable goals and track progress

You can’t correct inequities if you don’t know they’re there. To effectively gauge your organisation's DE&I baseline and progress, it's crucial to establish measurable goals and consistently track your performance against them. These goals should encompass not only recruitment targets but also representation benchmarks at all levels of the business.  

One obvious factor to consider is salary. If you’re serious about paying your employees fairly, a pay equity analysis will be crucial. Pay equity is about making sure that employees receive equal pay for performing the same or similar work, regardless of factors like gender, sexuality, or race. Conducting a pay equity analysis helps identify and address any unjustifiable pay disparities, ensuring fair compensation based on merit and not bias.  

By analysing data on areas such as salary, attrition rates, promotion trends, and employee feedback, leaders can identify areas for improvement and tailor their DE&I strategies accordingly.

Download our latest salary guides to help you benchmark

2. Build inclusion into your hiring process

DE&I shouldn't be an afterthought in the recruitment process but rather a foundational element of your organisational culture. Start by addressing any existing inclusion barriers within your company before embarking on new hires.  

Partner with experts like us who can help you set the stage for long-term success and mitigate the risk of alienating diverse talent.

At Michael Page, we pride ourselves on the uniqueness and expertise of our DE&I Client Solutions Team. We bring firsthand insights into the challenges and barriers underrepresented individuals face in the recruitment process.  

We’re adept at tailoring solutions from recruitment to consultancy to address the specific needs of our clients, armed with both lived experiences and rigorous training in key areas, including:

• Finding diverse talent
• Understanding and tackling unconscious bias
• Creating inclusive job descriptions
• Inclusive shortlisting and interviewing
• Continuous improvement and project support from bias training to policy audits and beyond

We take pride in our proactive approach to talent acquisition, reflected in our extensive and diverse network. Whether you're expanding your talent pool or enhancing inclusivity, our team is equipped with the expertise and resources to support your objectives effectively. We advertise roles across diverse job boards and provide support to every candidate throughout the process, ensuring they can perform at their best.

Find out more about our DE&I client solutions

3. Foster open dialogue

Encourage employees to share their experiences and perspectives through various forums and channels. Creating safe spaces for conversation, like Teams or Slack groups, employee resource groups, or company events, fosters empathy, understanding, and cultural awareness. Organisations can cultivate a more inclusive and empathetic workplace culture by amplifying diverse voices and narratives.

4. Hold leaders accountable

Leadership accountability is paramount in driving meaningful DE&I change. Establish clear expectations for executives and managers regarding their roles in advancing DE&I goals to help foster a culture of responsibility and transparency.

Implement processes to hold leaders accountable for progress, whether it's through performance evaluations, pay equity assessments, or diversity metrics tied to promotions and remuneration.

5. Encourage feedback and address concerns

Create avenues for employees to voice concerns and provide feedback on DE&I-related issues. Whether through anonymous surveys, feedback tools, or exit interviews, soliciting input enables leaders to identify systemic issues and address them proactively.  

Cultivate an environment where speaking up is encouraged, and concerns are met with empathy and action.

6. Challenge assumptions and cultural norms

Examine existing policies and cultural norms that may inadvertently perpetuate bias or exclusion. Whether it's revisiting dress codes, re-evaluating promotion criteria, or helping people understand unconscious bias, challenge assumptions that hinder inclusivity. Empower employees to feel able to be their whole selves at work, free from judgment or discrimination.

7. Elevate the role of DE&I leadership

Include DE&I leaders in decision-making and give them the necessary resources and support to drive meaningful changes. Elevating the status of DE&I leadership demonstrates a genuine commitment to fostering an inclusive workplace culture.

Empower DE&I leaders to influence strategic decisions, advocate for diverse talent, and champion initiatives that promote equity and belonging.

Need help building diverse and inclusive teams?

Making diversity, equity, and inclusion a priority isn't just the right thing to do—it's crucial for organisations aiming to succeed and remain relevant in today's diverse world.

We're here to help you with DE&I, so you can create a workplace where everyone feels valued, respected, and empowered to succeed.

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