Expanding DEIA to Improve Your Workplace

The first step in establishing an effective DEIA program is developing a common vocabulary. Federal agencies need to develop a shared language around this issue. For example, younger employees may view DEIA through the lens of social justice, while older employees may view it through the lens of compliance. The difference in perceptions can cause tension in the workplace. Therefore, it is crucial to clearly communicate the definition of DEIA and its goals to all stakeholders. Once everyone agrees on the meaning of DEIA, a shared language and touchstone can be created. This understanding can also help employers to weave DEIA throughout the employee experience.

The second step in developing an effective DEIA strategy is to involve employees. While addressing cultural and racial diversity is important, it is not enough to make the initiative a success. Top executives need to articulate the individual and collective perspective of diverse employees, incorporating experiences related to power and privilege. Moreover, they should evaluate how the concept of DEI affects the market and business strategy. Lastly, employees must be trained to understand how diversity benefits them.