How to get started with ED&I in the workplace

All too often, ED&I initiatives are deprioritised. Business leaders fail to recognise why they are so important and how their business could benefit from focussing on this topic.

However, it’s been proven that embracing ED&I improves decision making, innovation, employee engagement, customer insight and critically, profitability.

But embarking on your ED&I journey can seem daunting, when there is so much you could be doing, where do you begin? Here are some starting points:

▶️ Take Stock: Start with an honest assessment of your current culture. Engage employees through surveys or focus groups to gather insights about their experiences and perceptions of inclusivity in your organisation.: Examine your existing policies through an ED&I lens. This includes not just hiring and promotions, but also everyday practices that impact employee experiences.

▶️ Set Targets: Establish clear, measurable ED&I goals. These could range from improving inclusive practices in meetings and communications to improving parental leave processes.

▶️ Educate and Raise Awareness: Once you’ve identified the areas that need improving, invest in comprehensive training programs. Consider outsourcing this to provide you with the capacity and skills that you might not otherwise have internally.

▶️ Foster an Open Dialogue: Create safe channels for open conversations about ED&I. This should be a continuous process, encouraging ongoing feedback and discussion.

🔍 Interested in knowing more about how to integrate ED&I into your workplace culture meaningfully and effectively? Drop us a message!