We want to share with you.

Encouraging you to thrive and grow

Stay Updated.

Fill out your information and get informed of updates to our blog!

Back to Blog

Companies Benefit from Enhancing their Equity Lens

When it comes to diversity, equity, inclusion, and belonging, organizations must do more than issue statements of support; it’s important to put policies into place to show their support goes deeper than mere words.

Companies that are willing to look at their data-seeking barriers to full inclusion will see longer-term success in building a workplace culture of inclusion and belonging. It requires an equity lens to uncover the unconscious biases and barriers within processes that prohibit equal access to opportunities for all. Justice is increasing awareness of the impacted groups’ experience to emphasize what is needed for everyone to thrive and grow.

A study by the Society for Human Resource Management (SHRM) found that 49% of Black human resources professionals felt that discrimination based on race or ethnicity exists in the workplace, compared to 13% of white HR professionals. Additionally, 68% of Black HR professionals felt their organization was not doing enough to provide opportunities for Black employees.

Another survey by SHRM found that 35% of Black employees said that racial or ethnic discrimination is part of their workplace.

An organization that wants to attract and retain a diverse group of employees should see and value the importance of racial justice education in the workplace and put into place a robust plan for diversity, equity, and inclusion policies and procedures. 

SHRM suggests that companies focus on three areas of action: communication, education, and financial investment.

While discussing issues of race and diversity in the workplace isn’t always comfortable for employees, no matter how they self-identity, one way to build trust for meaningful conversations is to participate in CEO Action for Diversity and Inclusion’s Day of Understanding. These small conversations create a space for individuals to share who they are and how their life experiences have shaped how they lead today. Through sharing stories in the spirit of learning, respect, and understanding, people can connect with empathy and lead with compassion.

A recent study in the Harvard Business Review suggests that senior leadership members should take on active, visible roles in DEI work, and that leaders should be rewarded for practicing inclusive leadership.

Some large corporations, including Starbucks, Chipotle, and Wells Fargo, have said that they will link executive compensation to workforce diversity and inclusion goals.

Stay Updated.

Fill out your information and get informed of updates to our blog!

Recent Posts

Successfully Navigating Change Management

Uncertainty is inevitable in our rapidly evolving world. Overhauls at the workplace are a prime example of change. Whether it be a new software system, workplace policies or adjusting to new leadership or responsibilities, having a thoughtful and strategic change-management approach can set your company and your employees up for success. Here are some effective […]

Read More
Three Ideas to Foster Multigenerational Workplace Inclusion

Workplaces are diverse in more aspects than gender and race. In fact, a company could have baby boomers, Gen-Xers, millennials, and Gen-Z individuals all working in the same department.  That means four, or even five, generations with very different cultural experiences and outlooks on life and work must all collaborate together to achieve their goals. […]

Read More
Five Technology Areas to Enhance Human Resources Support

Given the higher turnover during the “Great Resignation” and the Supreme Court of the United States’ recent ruling eliminating affirmative action in higher education admissions, many organizations are also taking a fresh look at their internal policies and procedures and how they operate. It is a leading practice to re-evaluate periodically to assess if your […]

Read More