How do you define authentic diversity, equity, and inclusion?
Authentic inclusion is when everybody feels free to bring their voices to the table and trusts that the organization will use the ideas that have value. This, however, is where it can become challenging.
You can’t simply make the workplace “good for everyone.” To do this requires accurate data to reveal where the gaps or issues are.
This data requires complex analysis. Not just by one identity marker, but by multiple attributes that apply to an individual, including gender identity, salary, education, sexual orientation, age, neuro-diversities, life stage, etc.
Organizations that are authentic in their DE&I efforts have an advantage over organizations that aren’t. They can recruit from a more diverse talent pool, develop skills in readiness for the next stage of business development, and create an environment where talent chooses to stay.
Organizations that are not authentic with their DE&I efforts will struggle to attract and retain young, diverse talent who expect employers to reflect the worlds they live in and the customers they serve.