How to Prioritize 'Centering' for Sustainable DEI in an Economic Downturn
Black History Month Sheds Light on Workplace DEI Decline: An Expert's Perspective, Elizabeth Weingarten
In today's rapidly changing business environment, companies are facing an economic downturn like never before. As a result, organizations are being forced to make tough decisions that can have a significant impact on the diversity, equity, and inclusion (DEI) initiatives they have put in place.
To ensure the long-term sustainability of DEI efforts during an economic downturn, companies need to understand the power of "centring." Centring refers to the practice of putting diversity, equity, and inclusion at the centre of all business decisions, even during tough times.
One way to centre DEI is by setting clear and measurable goals that align with the organization's overall business objectives. These goals should be communicated across the organization, and progress towards achieving them should be tracked and reported regularly.
Another way to centre DEI is by ensuring that all employees, regardless of their background or position, are included in the decision-making process. This can be achieved by establishing diverse and inclusive teams that are representative of the entire organization and providing opportunities for employees to share their perspectives.
Moreover, companies should focus on providing education and training programs to their employees to foster an inclusive workplace culture. This can include training on topics such as unconscious bias, cultural awareness, and allyship, which can help employees better understand and appreciate their differences.
In addition, companies can centre DEI by regularly assessing their policies and practices to identify areas that may unintentionally perpetuate bias or discrimination. For instance, companies can examine their recruitment and hiring practices to ensure they are inclusive and consider a diverse pool of candidates.
Finally, companies should hold themselves accountable for their DEI efforts by regularly measuring and reporting on their progress. This can help organizations identify areas that need improvement and celebrate successes along the way.
In conclusion, centring diversity, equity, and inclusion during an economic downturn is critical to ensuring that these efforts are sustained in the long run. By setting clear goals, including all employees in decision-making processes, providing education and training programs, regularly assessing policies and practices, and holding themselves accountable, companies can create an inclusive workplace culture that benefits everyone.
In today's rapidly changing business environment, companies are facing an economic downturn like never before. As a result, organizations are being forced to make tough decisions that can have a significant impact on the diversity, equity, and inclusion (DEI) initiatives they have put in place.
To ensure the long-term sustainability of DEI efforts during an economic downturn, companies need to understand the power of "centring." Centring refers to the practice of putting diversity, equity, and inclusion at the centre of all business decisions, even during tough times.
One way to centre DEI is by setting clear and measurable goals that align with the organization's overall business objectives. These goals should be communicated across the organization, and progress towards achieving them should be tracked and reported regularly.
Another way to centre DEI is by ensuring that all employees, regardless of their background or position, are included in the decision-making process. This can be achieved by establishing diverse and inclusive teams that are representative of the entire organization and providing opportunities for employees to share their perspectives.
Moreover, companies should focus on providing education and training programs to their employees to foster an inclusive workplace culture. This can include training on topics such as unconscious bias, cultural awareness, and allyship, which can help employees better understand and appreciate their differences.
In addition, companies can centre DEI by regularly assessing their policies and practices to identify areas that may unintentionally perpetuate bias or discrimination. For instance, companies can examine their recruitment and hiring practices to ensure they are inclusive and consider a diverse pool of candidates.
Finally, companies should hold themselves accountable for their DEI efforts by regularly measuring and reporting on their progress. This can help organizations identify areas that need improvement and celebrate successes along the way.
In conclusion, centring diversity, equity, and inclusion during an economic downturn is critical to ensuring that these efforts are sustained in the long run. By setting clear goals, including all employees in decision-making processes, providing education and training programs, regularly assessing policies and practices, and holding themselves accountable, companies can create an inclusive workplace culture that benefits everyone.
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