Intersectionality, the Key to Effective DEI Initiatives

In today’s world, diversity, equity and inclusion are hot topics, particularly in the workplace. Small and large businesses are implementing DEI initiatives. The goal is to make positive, long-lasting changes.

What are DEI initiatives?

Diversity, equality, and inclusion initiatives are referred to as DEI. These initiatives are the policies and procedures that businesses implement to create a more diverse and inclusive workplace where underrepresented groups feel welcomed and supported.

What is Intersectionality?

Intersectionality recognizes that everyone has a unique perspective on the world based on their varying underlying identities and their own experiences with discrimination and oppression. According to intersectionality, a person’s culture, race, gender, sexual orientation, gender identity and expression, appearance, weight, and/or physical abilities have all influenced how they have been discriminated against in the past. It also recognizes that some people will have interconnected identities, such as being an African-American female, that will shape their experiences, and that these identities will be both divergent and convergent.

How do we take these two concepts into account?

Data from areas such as wages, job opportunities, training, and mentorship programs must all be evaluated while intersectionality is kept in mind. By looking at each of these as a whole and then breaking each data set into the various sections, a company’s diversification within different areas can be determined. When data is compared after initiatives have been implemented, it can be seen how the initiatives that each company implements are improving or not improving their numbers. If the initiatives’ goals aren’t being met, companies can consider launching new initiatives to achieve their objectives.
Diversity in the workplace
The goal of initiatives promoting diversity, equality, and inclusion is to make everyone feel welcome and equal to those around them. In general, everyone in an organization or workplace should feel safe. The first step in these initiatives is to show everyone in the organization, as well as in our personal lives, unconditional respect. Biases and prejudices must be abandoned. Diversity in the workforce is important because it brings in different perspectives leading to innovative ideas.

Necessity for change

We are not only progressing toward a more inclusive stance in the world today, but smart organizations are seeing it as a desired necessity. The need for social and civil equity, as well as the ability to make sound business decisions, are both essential.
Creating welcoming and diverse environments
Within organizations, inclusiveness can be cultivated by encouraging collaboration and communication while avoiding unhealthy competition among employees or departments. Collaborations will benefit diversity within an organization and within teams due to the different perspectives in each conversation. These differences and unique perspectives benefit businesses and workplaces by allowing for creative problem-solving.

Different viewpoints encourage coworkers to think beyond their own selves, positions, and roles, boosting employees’ innovative potential and, as a result, the company’s overall innovation and success.

To make employees feel more comfortable and safe approaching supervisors for help, managers should refrain from making snap decisions or imposing repercussions.

The advantages of diversity and inclusivity in the workplace

•  A more accurate representation of the customer base
• Diverse viewpoints foster greater creativity and innovation
• Improved productivity, performance, and outcomes
• Improved brand representation
• Employee engagement and retention have improved

Each company, organization, and workplace will want to examine their own company values and goals, and then determine any initiatives that help support these.

Here are some examples:

• Implementing a DEI committee or department which is a group of people who work to improve the environment.
• Diversity training, health care equity, social justice training, and integrated learning experiences are just a few examples of training programs
• Management and leadership development programs are available both outside and inside the company.
• Programs that offer incentives to engage in DEI work outside of the office
• Opportunities for professional development
• Community involvement opportunities

Successful implementation of initiatives

The key to successful DEI initiatives is first an honest, introspective look within each person and the company to identify any biases or prejudices that exist both knowingly and unknowingly. It is taking that thorough look at the situation and deciding to take steps to ensure that no one is left behind and that support is available that will make the initiatives effective. People and organizations must understand exclusionary or oppressive issues to better understand people’s experiences. This will enable the company to create and genuinely foster an inclusive environment with a sense of belonging in which all employees can feel at ease and secure. Without the understanding or input of those who have lived through the injustices we seek to correct, policies risk oppressing people in different ways. To understand the different perspectives and identify the overlaps, data must be examined from various perspectives. Successful initiatives are built on the foundations of respect, understanding, and support.