5 Key Diversity and Inclusion Best Practices that Drive Behavior Change
By Meagan Aaron
Diversity, equity, and inclusion (DEI) are crucial for fostering an inclusive environment where all employees can thrive. But creating a truly inclusive workplace goes beyond policy – it’s about cultivating genuine behavior change. Human resources professionals can support this transformation by integrating DEI best practices into learning and development (L&D) initiatives.
Here are five key DEI best practices backed by decades of research and experience driving behavior change across the workforce.
1. Make DEI a Clear Priority
DEI must be ingrained in the fabric of an organization’s culture, starting with a clear commitment from leadership. When leaders not only prioritize but champion DEI, it sets a tone that resonates throughout the company.
As highlighted in DDI’s Diversity, Equity, and Inclusion Report 2023, leaders at companies with strong DEI programs were 1.8X more likely to say that inclusion of different perspectives is a strong component of their culture and values.
Integrating DEI goals into the company’s strategic plan and performance metrics ensures everyone understands its importance.
2. Develop Leaders’ Interpersonal Skills
Effective leadership and the ability to foster inclusivity are rooted in strong interpersonal skills. Training leaders to improve their communication, empathy, and conflict-resolution skills can significantly improve team dynamics, helping team members feel valued and respected.
Leaders should focus on three Key Principles in their daily interactions:
- Boosting employees’ self-esteem to ensure they feel valued and respected.
- Listening and responding with empathy to help employees feel understood.
- Involve others to yield diverse insights and ideas.
Leaders who excel in these areas are better equipped to support and retain their diverse teams.
3. Recruit High-Potential Talent from Diverse Backgrounds
A diverse workforce brings a variety of perspectives and experiences that can spur innovation and problem-solving. To achieve this, organizations must implement recruitment strategies seeking high-potential talent from diverse backgrounds. Companies should ensure job postings are free from biased language and provide an objective, fair hiring process by using validated assessments and structured simulations.
A strategic approach to diverse talent recruitment not only enhances the talent pool but also reflects the organization’s commitment to DEI.
4. Train Senior Leaders to Build Trust with Employees
Trust is the cornerstone of an inclusive workplace. Developing leaders to be transparent, active listeners, and authentic communicators can create a more reliable and open environment.
Trust is particularly important to help employees feel safe sharing their experiences and perspectives. Leaders can foster a psychologically safe environment by being vulnerable and acknowledging their own failures. This creates open discussion and a better understanding of differences.
Leaders can also foster trust by learning how to delegate to their teams. While it can be difficult for some leaders to let go of operational-level tasks, allocating to the right team members empowers employees, allowing them to grow and learn. Applying these skills to build trusting relationships enables people to take risks, identify and solve problems, and collaborate to achieve business results.
5. Prepare Leaders to Coach for Growth
Effective coaching is essential for developing and retaining diverse talent. Leaders should be trained to recognize and nurture their team members’ unique strengths and provide constructive feedback that is future-focused and action-oriented.
Rather than emphasizing personal faults or dwelling on past mistakes, constructive feedback discussions center on how a person can continuously grow and improve their skills. This leadership approach helps individuals grow and reinforces a culture of inclusion and support.
Conclusion
Implementing these DEI best practices can significantly impact an organization’s culture and performance. Organizations can drive meaningful behavior change by making DEI a clear priority, developing leaders’ interpersonal skills, recruiting diverse talent, building trust, and coaching for growth. Embracing these practices enhances diversity and inclusion and positions organizations for long-term success.
Author Bio: Meagan Aaron, managing consultant for DDI, enjoys leading account teams, coaching executives, and upskilling leaders at nonprofits in her community.
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