What Does Diversity, Equity, and Inclusion (DEI) Look Like in Different Work Environments?

It goes without saying that the Covid-19 pandemic has brought an incredible amount of change and disturbance to all of our work lives. However, another major change of the last year has been the increasing drive to prioritize Diversity, Equity, and Inclusion (DEI) in the workplace.  

While DEI is certainly not a new concept in the business world. The protest and events around George Floyd’s death in the summer of 2020 have shed necessary light on the racial and gendered inequalities in our society. As a result, this has highlighted the need to carefully consider how DEI is incorporated in the workplace.

What we saw in the weeks and months following the events of summer 2020 was a renewed commitment by companies and industry leaders to combat institutional racism by issuing statements and launching initiatives to combat discrimination and cultural bias in the workplace.

In the digital world, there has not been a shortage of virtual panel discussions and best practices shared on how to successfully incorporate DEI and what allies can do to support historically marginalized groups.  

We have reached an important benchmark in the Covid-19 pandemic. Many of us that have been fortunate to work remotely are receiving communications and dates from our employers on our anticipated return to the office. The new normal may soon be the old normal, but it raises the simple question of what a diverse, equitable, and inclusive workplace looks like when many of us return to the office?

Employers will have to think long and hard about how they will keep the promises regarding cultivating a diverse, equitable, and inclusive workplace. Many Employers will feel the pressure to incorporate policies and programs to drive DEI efforts and will be on the hook to communicate the progress they have made, but also publicly communicate the inequalities that still need to be addressed.

Employers will need to assess the data and allocate sufficient resources to be successful in their DEI efforts. Employers will feel the pressure to make quick progress in their DEI efforts but must remember, that without the appropriate processes and reinforcing mechanisms, these initiatives are unlikely to create lasting changes.