Best 7 Simple AND Effective Strategies To Promote Diversity, Equity, And Inclusion

Growing concerns about the need for workplace diversity, equity, and inclusion have spurred employers to consider ways to make their work environments more inclusive. To ensure progress in this important area of corporate culture, employers must be willing to implement effective strategies to promote DEI – such as obtaining employer certification. Employer certification is an essential step towards a fully equitable workplace, but it can be difficult to know where to start.

Introduction 

There is no question that we must promote diversity, equity, and inclusion anywhere and everywhere. Whether in neighborhoods, communities, schools, or workplaces, we must do it, if only to ensure that all the ideas associated with them will eventually take root. Once they do, we can have tremendous success for the cause of social justice. 

But we know it is easier said than done, and often, we encounter resistance to promoting ideas of social justice. The resistance is mainly due to obsolete tradition, outmoded beliefs, and anachronistic ideas, which makes many people cling to oppressive institutions and practices and resist change. 

Part of the reason is the ineffectual ways we promote diversity, equity, and inclusion. Those ideas will not captivate the populace if we do not address the problem’s root cause and use effective methods to deal with oppression and injustice. 

People will either not see the need and the wisdom for social justice, allowing them to cling to their outmoded beliefs about society. Or they will not simply understand why we must change certain things to change the status quo and promote equity, inclusion, and diversity. 

But there are simple, efficient ways of promoting diversity, equity, and inclusion so that the ideas of equality and social justice will take root. The battle is too important, so we must do all the right things and recognize the real effective ones that can make others change their ways to promote those ideas. 

So here are the seven excellent ways to promote diversity, equity, and inclusion. Ways that every company can implement at minimal cost but very rewarding and can significantly promote social justice both in the company and elsewhere. 

1. Be Aware Of Own Biases 

We all have biases. They’re almost instinctive and innate, and they influence our decisions every day. Unconscious bias is especially dangerous as it is not even visible to the person in question; we are unaware that we have these predispositions. It is important to become conscious of our own biases if we wish to create a more equitable and just society.

Different Contexts

We come from different backgrounds and particular environmental, geographical, familial, and cultural contexts. As such, we are products of biology and environment and must deal with the physical and cultural context from which we emerge. 

So when we deal with others, we have all those baggage. Some things can help us, while some things that we learn, and traits that we acquire, might prove a hindrance. Worse, some might result from the oppressive institutions and exclusionary learning we have, brought about by education, culture, or tradition. 

Even if we learn what is appropriate and know we need to promote diversity, equity, and inclusion, our bias towards certain things and ideas sometimes shows up. Examples, like outmoded and old-fashioned ideas concerning sexuality and gender, and myths about ethnicities and races, are prevalent. 

We probably need a lifetime of education to disabuse ourselves of those thoughts and ideas brought about by education, culture, and tradition. But awareness of certain things, especially our biases, can go a long way. It is a variation of the old wisdom from Cervantes, “to be forewarned is to be forearmed.” 

Myths and biases about gender are probably among the most common myths still around. 

Awareness of biases is some warning from ourselves to ourselves; we need to be always careful with our thoughts and be aware of how to deal with others. Political correctness, for instance, in writing and speaking, can only be appropriately observed if we know where we stand vis-à-vis marginalized and oppressed. 

Organizational Bias 

That is more true when we work for an organization or in a workplace setup. Due to belongingness with peers, like-minded people, or people working together in groups, organizational bias usually passes unnoticed but could be glaring, lethal, and fatal when in a different setup. 

If we operate in an environment where particular norms, values, and belief systems develop, we need to be more reflexive about our attitudes toward certain things. More so concerning diversity, equity, and inclusion, our behavior may work against those things without noticing them due to biases. 

Reflection and reflexivity regarding our values is the first practical step in promoting diversity, equity, and inclusion. It makes us aware of our tendencies and, in doing so, also makes us more sensitive toward others’ tendencies in exhibiting biases. 

And since we are aware of it and have heightened sensitivity towards them, the more we can deal with it more efficiently and effectively. The more we can disabuse ourselves of it. 

2. Promoting Inclusive Language 

Why Language is Important

Language is a medium through which we as humans express ourselves, but it is also a structure, a tool that allows us to view certain things. For this reason, it is never neutral, and language use is political, a way to exclude or include certain things, ideas, and people. 

There is more to language than words and phrases. 

Bearing this in mind, the need to promote inclusive language becomes imperative. We need to use language which promotes equity, recognizes diversity, and helps us to include everyone, especially the oppressed and marginalized. 

Using inclusive language will promote equity and equality. It will show that we recognize others as being of equal footing by using appropriate language when dealing with and referring to the oppressed, marginalized, and victims of discrimination. 

Having inclusivity in language use is a recognition that others are different and yet recognize them to be the same as us. It recognizes diversity and differences between people yet recognizes that unity is possible in the face of that difference. 

The Need for Inclusive Language

Inclusive language allows us to build a common tradition, beliefs, culture, and value system which all of us can share. It allows all of us to have the needed unity despite differences in fighting for social justice, equality, equity, and inclusion of all. 

Inclusivity in language reflects our desire to make everyone belong, regardless of gender, ethnicity, nationality, race, class, or age. It means that we respect those differences. By recognizing that they differ, we show that respect by using inclusive language that will be conscious of what they want and considers appropriate. 

The most immediate effect of inclusive language is the normalization of its use. And as we move towards new normativity, language use and inclusion practices will institutionalize norms and attitudes that promote diversity, inclusivity, and equity. 

Inclusive language, more than an after-effect of the fight for rights and equality, is, therefore, a critical adjunct, a requirement that we need to make significant progress in the fight for social justice. It shows seriousness and, at the same time, promotes tangible, practical effects in instituting reforms for social change and social justice. 

For those reasons, inclusive language serves as one of the more effective ways to promote diversity, inclusion, and equity. 

Ways To Have Inclusive Language

You can do simple things to promote inclusivity in language use. Among these are avoiding jargon specific to a group, using plain language, avoiding certain acronyms, and using language and words that promote company unity.

You must remember the terms you use to refer to certain minorities and marginalized groups accurately. Political correctness is a handy tool, especially when referring to employees belonging to a particular race, minority, or gender group.

If possible, use gender-neutral terms when referring to persons of unknown gender, and have inclusive designs for the company that will reflect ideas of diversity and inclusion.

3. Promoting Diversity, Equity, And Inclusivity In Equitable Hiring 

Walking The Talk

Companies and institutions must walk the talk and never be content with paying lip service in fighting for social justice and equal rights. They must set an example to others and show the community what needs to be done to promote diversity, equity, and inclusion in society. 

One of the best ways to walk the talk and set an example is to promote those concepts in hiring personnel and workers. We score several points at once when we promote inclusivity in work. 

Diversity, equity, and inclusion in the workplace contributes to unity. 

For one, we show others that we give equal job and educational opportunities. Doing so is easier said than done, for you need an actual working structure, a set of rules and policies, to effectively implement the scheme of inclusion in the workplace and education. 

You also need a whole network that can help you hire the right personnel and have the right people without sacrificing efficiency and effectiveness to promote social justice. You need to ask the help of others to give you the needed workforce in your desire to promote inclusion, equity, and diversity. 

It means connecting with people with the plan of promoting equal rights and hiring those who benefit from your advocacy. But more than giving them opportunities, it has other positive effects that can help promote advocacy. 

It will undoubtedly empower people in your workforce and will boost their morale. Actions like this help the employees, for they know that their employers are supportive of their rights and look for their welfare. 

Get industry recognition through Diversity Employer Certifications.

Diversity certifications, also known as diversity and inclusion (D&I) certifications, are a way for companies to demonstrate their commitment to promoting diversity, equity, and inclusion in the workplace. These certifications are issued by third-party organizations that evaluate a company’s D&I policies and practices and provide recognition if they meet certain standards. There are several reasons why companies should consider pursuing diversity certifications:

1. Attracting and retaining talent: Employees are increasingly seeking out employers that prioritize diversity and inclusion. By obtaining a diversity certification, companies can signal to job seekers that they are committed to creating a diverse and inclusive workplace. This can help attract a broader range of applicants and improve retention rates among employees from underrepresented groups.
2. Improving brand reputation: Companies that are recognized for their commitment to diversity and inclusion can improve their brand reputation among customers and stakeholders. This can help build trust and loyalty with consumers, enhance the company’s public image, and increase market share.
3. Mitigating legal and financial risks: Discrimination and harassment lawsuits can be costly and damaging to a company’s reputation. By prioritizing diversity and inclusion and obtaining a diversity certification, companies can reduce the risk of legal and financial consequences associated with discrimination and harassment.
4. Meeting stakeholder expectations: Customers, investors, and other stakeholders are increasingly demanding that companies prioritize diversity and inclusion. By obtaining a diversity certification, companies can demonstrate their commitment to meeting these expectations and aligning with broader societal values.
5. Improving performance: Research has shown that companies with more diverse workforces tend to perform better financially and are more innovative. By prioritizing diversity and inclusion, companies can tap into a wider range of perspectives and experiences, leading to better decision-making and a more competitive advantage.

Sending the Right Signals

By inclusive hiring, you send the signal to your employees that you are for social justice and equity. It means those employees can also expect fair treatment and that you are supportive of their rights and welfare. It will spread positivity in the workplace, with people feeling good towards each other and the work. 

It can have a cumulative effect on your goal of promoting diversity. Your employees will be supportive of it, and they will also spread positivity not only in their work but also in their community and their homes. It will create norms and values geared towards acceptance of diversity, inclusion, and promotion of equity for everybody. 

It is best for your goal, but more than that, it will allow you to have a larger pool of skilled workers and available talent. It will show others why inclusive hiring benefits not only the marginalized and oppressed, but even the company owners, and the community at large. 

More recommended reading for equitable hiring

Talent recruitment Guide

Diversity Shortlisting Candidates

Diverse Remote Working with Remote Job Boards

4. Providing Access and Allocating Diversity Resources and Support

Needing A Support System

Implementing rules and regulations for promoting diversity and inclusion is essential, but you need resources to enforce them. Benefits for the marginalized and oppressed and their overall support system can only be put into place if there are resources for it. Without resources, rules and laws can be a dead letter. 

Providing help, support, and resources and making them accessible is more than confidence-building measures. They are the factors that could determine the success or failure of any project for inclusion, diversity, and equity. They are among the accurate measures of commitment, indicating how far you are willing to go. 

Help is necessary because the oppressed and marginalized have long been denied access to fundamental rights and resources. Making them available is paramount for promoting social equality. The campaign to promote social justice will gain credibility among the discriminated, victimized, and oppressed. 

Providing help and access to others through tie-ups with institutions and volunteer groups is an excellent way of promoting diversity, equity, and inclusion. 

And you can only implement policies if you have resources to back them up. People need help, but the overall mechanism and putting everything in place will need some money. Even in a company, promoting equity among employees and a good working environment will cost money. 

The expression put your money where your mouth is will undoubtedly be apt when talking about promoting diversity, inclusion, and equity. Even formulating policies is no simple task, and you will need guidance from experts. And settling disputes arising from those policies will need both expertise and wisdom. 

So investing resources for promoting diversity, equity and inclusion are essential, especially if you want your goal to be genuinely successful. Those things need resources, and sometimes, money and hard currency to keep things going. 

But, like in others, genuinely investing will guarantee that your goal of promoting diversity and inclusion will go a long way. The seriousness of the efforts will be evident once you put money and resources into your endeavor. 

A Rewarding Investment

It may be challenging, but you can ask for the help of institutions and foundations with the same goal as yours. Those involved in the fight for social justice know that a holistic approach is necessary for diversity, equity, and inclusion to gain traction among citizens and community members. 

The reward for resources will come in the form of social capital, brought about by the goodwill emanating from promoting social justice. In itself, attaining equality, equity, and social justice is already a reward, but we can reap practical benefits if we promote those things. 

Less social tension means greater social harmony. 

Reduction of social tension and friction among citizens, an atmosphere of trust, and productivity among citizens are fruitful rewards for a society promoting social justice. Society can gain a lot even if you only invest resources in your own company and your employees’ benefits. 

5. Dealing Decisively With Exclusionary Behaviors, Discrimination, and the likes

Dealing With And Punishing Transgression

The oppressive policies and structures did not just come about overnight: some are products of accumulated tendencies and activities taken as standard in our daily lives. We now know there is nothing ordinary about those things. 

So when we see instances of discrimination, favoritism, snubs, insults, and all those actions that smack and remind us of times past, we should deal with it decisively. Whether people mean it or not, we must not be afraid to say that those things must stop, and if possible, deal with it through punitive action. 

Those actions and behavior can be simple, ranging from casual behaviors, inappropriate language, jokes, and the like. They seem harmless, but they promote attitudes and behaviors against diversity, equity, and inclusion principles. 

Giving The Wrong Impression

We must not tolerate those attitudes and behaviors because they will reinforce attitudes of discrimination and promote exclusionary behavior in the workplace. It will give others the impression that those things which should never be done and relegated to history are still Ok and part of what can be considered acceptable. 

Failure to deal decisively with exclusionary behavior can lead to severe consequences, conflict and distrust among them. 

It will create tension in the workplace and may even lead to conflict and problems in the workplace. Those things can affect the morale and productivity of the company. Even worse, it can poison the atmosphere in the workplace, leading to disunity among employees, which is fatal for the company. 

But the worst thing that can happen is that all your successes in promoting diversity, equity, and inclusion might be reversed because of exclusionary behavior and discriminatory attitudes. Therefore, you or the company must nip it in the bud and deal with it decisively. 

Be Decisive But Fair And Reasonable

You must listen to complaints and take them seriously. To be able to do this, specific mechanisms must be in place that will allow you to deal with those matters decisively. 

One way is to show support for minorities and marginalized groups through active encouragement and showing support and solidarity with them. It will give them enough confidence to open up and take complaints to the authorities. 

If the person recognizes those attitudes and behaviors were a mistake and is remorseful, the person should take the courage to apologize to the other. Promoting a culture of responsibility will be best, where employees feel responsible for their actions. 

The rules must apply to everyone, and do not hesitate to enforce them if an employee or anyone transgresses rules concerning diversity and inclusion. That will ensure and give the signal that the company does not tolerate exclusionary behavior. 

The company must be decisive but also fair and reasonable in investigating incidents. 

But preventing these things from happening will still be the best. So if possible, conduct seminars and orientation for employees to educate them about diversity and inclusion. In that case, you can minimize, if not avoid, instances of exclusionary behavior, and if it ever occurs, it can be dealt with appropriately. 

6. Building Networks And Having Allies 

The Need For Alliances And Networks

We need a holistic approach to fighting for diversity, inclusion, and equity. We must recognize that we need others in the community for this fight, so it will be best to build friendships, networks, and alliances. 

But before you can do so, you and your company must ally with the marginalized, oppressed, and victims of discrimination. Every one of us must show solidarity with them and must promote the agenda of social justice. Promoting diversity, inclusion, and equity in the workplace or anywhere is one way of showing solidarity. 

Creating alliances and tying up with the marginalized and minorities is needed for strategic reasons. A united front against oppression will build confidence in everyone. A very profound way of saying that we got each other’s backs, and no matter what, we will never renege on our duties in promoting social justice or back down in the fight. 

Practical Benefits of Having Allies

That is the right thing to do, but other than that, it has practical benefits too. By creating alliances and networks, you can have access to their expertise. As such, those can help your company if you ever need expertise in promoting diversity and inclusion in your workplace. 

Experts can help you craft policies and rules. 

They can help craft policies, rules, and regulations that allow for a diverse working environment and policies for benefits. They can help you in matters of law and give you the needed legal expertise if ever you need to deal with it, in cases of legal challenge, for instance. 

And if you need resources, financial backing, or assistance for your company to promote inclusion and diversity, you can rely on a network of allies. They can help through foundations or fund-raising for whatever purpose. 

Those are some of the possibilities, and they are aplenty. Suffice it to say in allying yourself with others to promote inclusion, diversity, and equity: you have nothing to lose and everything to gain. 

Ultimately, though, we will all do it because pushing the agenda of social justice is the right thing. We need to employ tactics and strategies even as we look for effective ways of promoting them. 

Building alliances, having networks, and allying with them through affirmative action are better ways to promote diversity, inclusion, and equity. As we show, you promote the agenda and have allies while contributing to the overall strategy of battling oppression. 

7. Showing Solidarity Through Celebration 

Celebrating Parades and Holidays

One excellent strategy to show solidarity, have alliances and promote diversity, inclusion, and equity is to join celebrations and parades and celebrate the holidays associated with marginalized, minorities, and oppressed. In joining activities, you can know which organizations and institutions you can ally with. 

Women attending Pride March. 

It is one of the easiest but most effective ways of promoting diversity, equity, and inclusion. Celebrations and parades, after all, are public affairs, usually covered by the media and highlighted on various social media platforms. Everyone who wants exposure for their advocacies, and wants to make them public, will do well joining one.

Joining cultural celebrations and diversity related parades will send an unmistakable signal to anyone about where you and your company stand concerning diversity. It will show everyone, from your employees to your clients or customers, that you actively support the fight for social justice and do not renege on your corporate social responsibility. 

Empowering Your Personnel

But more than exposure and show of support, it will undoubtedly boost the morale of the minorities and marginalized in your ranks. We often see companies pay lip service to ideas of social justice. But doing so in public raises the stakes in the fight and brings confidence. 

That is because going public means that a company is willing to stake its reputation for a good cause and, by implication, is willing to make sacrifices for it. We know that it is not easy, as the history of coming out in the open for members of LGBTQ+ attests and the companies supporting them. 

Showing solidarity through supporting holidays, parades, and festivals will empower them. It will make the minorities realize that they have the company’s total backing on the issue of diversity, inclusion, and equity. The result is the normalization of values and culture about diversity, equity, and inclusion, resulting in equity and equality in the workplace. 

Thus, joining parades, festivals, and celebrations of the minorities, marginalized and oppressed are not mere tokenism as some sectors suggest. It shows one is active in having solidarity with the marginalized, willing to engage in the struggle for social justice. At the same time, in doing so, it actively encourages and empowers marginalized groups. 

And showing everyone where the company stands in connection with diversity and inclusion sends the proper signals to everyone. All those things make joining parades and celebrations and showing solidarity an effective tool in promoting diversity, inclusion, and equity. 

Conclusion 

These seven ways, of course, are never exhaustive, but they are among those considered efficient and effective. They are effective because they can give practical results and benefits and can go a long way in promoting diversity, inclusion, and equality. They come at minimal cost; in short, they are a low-risk, high-reward strategy for every company. 

We do not implement them for reasons of benefits, no, far from it. At the heart of promoting diversity, inclusion, and equity, is the recognition that social justice is for all and worth risking and fighting, even at the risk of making sacrifices on our end. 

But as the seven ways we discussed have shown, we need a more profound commitment to social justice and unity. By doing this, we can cover for each other, necessitating minimal sacrifices, in the battle for social justice, where everyone can have rights and equal opportunities.

It is a long battle involving the whole community and society. But we should start with ourselves; only by committing to social justice can we start contributing to the fight. 

And once we have done so, we can start actively promoting diversity, inclusion, and equity in companies and the workplace. There is the need to be credible and ultimately practice what we preach. 

If we do so, our advocacy will gain credibility in the eyes of many. They will follow in our footsteps and our cue. At the same time, the marginalized groups will have confidence in us, knowing that we will never let anyone down in the fight for social justice, equity, and equal rights.