Why Equity is the Cornerstone of Successful DEIB Initiatives
In the realm of Diversity, Equity, Inclusion, and Belonging (DEIB), organisations often grapple with where to begin their journey towards a more inclusive workplace. At Diversity Scotland, Scotland's leading DEI consultancy, we've observed that the most impactful and sustainable DEIB initiatives start with a crucial foundation: Equity.
Accordingly, let’s explore why the 'E' in DEI should be your organisation’s first focus, and how this 'Equity First' approach can lead to more meaningful and lasting changes in your organisation. Below, we’ll delve into each stage of the DEIB journey, examining how they build upon one another to create truly inclusive workplaces.
1. Equity First: Laying the Groundwork
Equity is about recognising that we don't all start from the same place and that imbalances exist. It involves allocating resources and opportunities in a way that acknowledges and addresses these imbalances.
In a Scottish context, this might involve recognising and addressing the unique challenges faced by different communities. For instance, the Scottish Government's Race Equality Framework for Scotland 2016-2030 acknowledges that racialised communities face specific barriers in employment and education.
What's involved at this stage:
Encouraging diverse perspectives in decision-making processes
Creating safe spaces for open dialogue and feedback
Celebrating diversity and different cultural perspectives
Providing inclusive leadership training
Example: A Glasgow-based financial services firm might establish employee networks for different groups (e.g., people from the LGBTQ+ communities, people from the Global Ethnic Majority, and Disabled employees) to ensure their voices are heard and their needs are met.
2. Equality Second: Building on the Equitable Foundation
Once equitable systems are in place, we can work towards equality - ensuring everyone has the same opportunities and is treated fairly.
In Scotland, the Equality Act 2010 provides a legal framework for promoting equality. However, true equality goes beyond legal compliance; it's about creating a culture where everyone has an equal chance to succeed.
What's involved at this stage:
Implementing transparent recruitment and promotion processes
Ensuring equal pay for equal work
Providing uniform access to benefits and opportunities
Fostering a culture where all employees are valued equally
Example: A Scottish university might review its promotion criteria to ensure they don't inadvertently favour any particular group and that all staff have equal opportunities for career progression.
3. Inclusion Third: Creating a Welcoming Environment
With equity and equality established, the focus shifts to inclusion - creating an environment where all individuals feel welcome, respected, and able to participate fully.
Scotland's inclusive ethos is reflected in initiatives like the Scottish Business Pledge, which encourages businesses to adopt fair and progressive practices.
What's involved at this stage:
Encouraging diverse perspectives in decision-making processes
Creating safe spaces for open dialogue and feedback
Celebrating diversity and different cultural perspectives
Providing inclusive leadership training
Example: An energy business in Aberdeen recognises that employees have a range of needs and responsibilities outside of work. So, they begin offering flexible schedules, remote work options, and other accommodations to promote a culture of inclusivity. This acknowledges and accommodates the unique circumstances of each employee, fostering a more supportive work environment.
4. Belonging Fourth: Fostering a Sense of Community
True belonging emerges when people feel equitably treated, equal, and included. It's about creating an environment where everyone feels they can be their authentic selves at work.
This aligns well with Scotland's reputation for warmth and hospitality, extending this welcoming spirit into the workplace.
What's involved at this stage:
Nurturing a culture of psychological safety
Encouraging authenticity and personal expression
Fostering strong interpersonal relationships across the organisation
Aligning individual values with organisational values
Example: An Edinburgh-based creative agency might introduce 'storytelling sessions' where employees share their personal journeys, fostering empathy and connection among team members.
5. Diversity Fifth: The Natural Outcome
When an organisation has successfully implemented the previous four stages, diversity naturally follows. The workplace becomes attractive to a wider range of talent, and retention of diverse employees improves.
Scotland's population is becoming increasingly diverse. According to the Scottish Government, the percentage of people in Scotland with a minoritised ethnic background increased from 8.2% in 2011 to 12.9% in 2022. This is a larger increase than over the previous decade (from 4.5% to 8.2%).
What's involved at this stage:
Attracting a diverse pool of candidates
Retaining diverse talent through inclusive practices
Leveraging diverse perspectives for innovation and problem-solving
Continually evolving DEIB strategies to meet changing needs
Example: A Dundee-based video game developer might find that their 'Equity First' approach has naturally led to a more diverse workforce, bringing fresh perspectives and creativity to their games.
The Interconnected Nature of DEIB
While we've presented these stages sequentially, it's important to note that they are deeply interconnected. Each stage builds upon and reinforces the others. For instance, as you foster belonging, you may uncover new equity challenges to address. As diversity increases, you may need to revisit your inclusion strategies.
This 'Equity First' approach ensures that your DEIB initiatives are built on a solid foundation, leading to more meaningful and sustainable changes. It recognises that true diversity and inclusion cannot be achieved without first addressing systemic inequities.
At Diversity Scotland, we specialise in guiding organisations through each stage of this journey. We understand the unique Scottish context and can help you navigate the specific challenges and opportunities it presents.
Remember, DEIB is not a destination, but a continuous journey of learning, growth, and improvement. By starting with equity, you're setting your organisation on the path to creating a truly inclusive workplace where everyone can thrive.
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