It’s called DEI
Corporate policies are decisions made in boardrooms and/or at an organisation’s top executive (CEO) levels. So who, then, must implement those policies related to recruitment, employment, retention, benefits, etc.? HR, of course. It’s called DEI (diversity, equity, and inclusion). And it is one of the critical functions of organisations if they are to attract the talent they need. There is hardly a millennial or Gen Z’er who will be comfortable working for any organisation that does not adhere to DEI and foster a workplace culture that is fully inclusive and diverse.
So, exactly how does HR translate DEI into practice?
Defining DEI
This can be a bit difficult, but in the short term, it means recruiting, employing, retaining, and supporting all of the various groups that are typically in a demographic minority – race, sex, ethnicity, disability, gender identity, and age.
That’s a lot of groups to be mindful of as HR performs its functions. As we look at the large picture of DEI, there are certain HR trends that are at the forefront now and will be for some time to come.
TREND: Meeting Challenges of an Intergenerational Workforce
The workforce is certainly aging. Baby Boomers who could retire are not due to financial and/or emotional need to remain active; Generation X employees are now pushing or into their 50s; Millennials (Gen Y) have been in the workforce for a while, in their 30s and 40s now; and Gen Z, now in their 20s.
Each of these generations has a totally different outlook on the concepts of work and societal and political priorities, not to mention language, dress, and, of course, what they want in terms of benefits from the organisation.
Juggling all of these often-conflicting demands is an HR “nightmare.” And the need for flexibility is paramount. HR managers will continue to look for solutions, among them the following:
- Cafeteria-type benefits programs that allow employees to choose among various benefits to meet their own needs
- Flexible work hours and workspaces that will still result in collaboration for everyone working on specific project teams. This will require the use of the most current technology, and older generations will need training
- Training programs that allow generations to become sensitive to the values and needs of one another.
TREND: Support for Gender Identities and Expression
Gen Z is the most accepting group whose gender identities are no longer heteronormative. And Millennials follow close behind. In short, these two generations fully accept those who do not subscribe to the traditional male and female identities. These include gays, lesbians, bisexuals, trans, etc. Baby Boomers and some Gen X have a tough time accepting that they will be working with such individuals.
The first job of an HR director or manager is to understand these new gender identities. It would benefit them to do some research first – using the internet, speaking with specialist HR service providers or welfare groups and accessing a gay, bi, trans, or lesbian app and striving to learn what these gender identities are all about and what challenges they face in the workplace.
The next job is to honour gender expression in the workplace. It’s easy to offer gender-specific and gender-neutral restrooms for employees. But it’s quite another to recognize their rights to present themselves as other than heteronormal. Here are a few of the issues:
- The use of pronouns in the workplace to refer to those with non-binary identities
- Healthcare benefits for employees who are transitioning
- Dress policies, such as what constitutes “business casual”
- Designation of significant others as marital beneficiaries in states where same-sex marriage is not recognised
- Navigating increasingly restrictive laws in some states
- How to provide and what types of education and training to those employees who are unaccepting of non-binary identities
TREND: Dealing with Unconscious Bias in the Workplace
What are unconscious biases? These are prejudices that we don’t even realise we have. For example, a highly conservative person might observe a young person with a lot of tattoos and immediately be a bit turned off – unconsciously, he is conjuring up notions of someone who is probably not a hard worker or who doesn’t have good values. These notions are not based in fact but on “feelings” and associations with how some heavily tattooed people are portrayed in movies, for example. How will this conservative person collaborate and cooperate with the tattooed co-worker?
Other employees may have an unconscious bias about having a woman or black person as a supervisor. How will they then take direction and constructive criticism from this supervisor?
These unconscious biases impact the workplace’s overall culture, and bringing a truly diverse workforce together will be a continuing challenge. Education and training programs that help employees recognise their biases and put employees of all perspectives and experiences together for open and honest discussions will be an ongoing activity.
TREND: Putting the “E” in DEI
Diversity and inclusion have been organisational goals for quite a while. The “E” (meaning equity) has been more recent.
First, let’s understand the difference between “equality” and “equity.” Equality refers to providing the same opportunities; equity refers to giving support and assistance to achieve true equality.
HR managers must recognise that it is not enough to provide just opportunities. There are groups within their employees who deserve more support. For example, the differences in pay based on gender are still “alive and well” in plenty of organisations.
Organisations will need to be far more transparent about their reporting of compensation, harassment, career advancement, and how they manage the talent they employ. While much of this will fall under the responsibility of HR, the commitment to transparency must come from the top.
Keep your company ahead of the curve with up to date employee training, resources and support. IoSCM offers much more than professional qualifications. Speak with a member of our Business Team to find out how we can help you achieve your organisational aims. Call 0800 1422 522 today.