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    Diversity + equity + inclusion = belonging

    Belonging matters. Diversity, Equity, and Inclusion matter. The facts are in the numbers.

     

    We cannot become what we cannot see. We cannot create belonging for all of us without defining what we want to achieve.

    40%
    Only 40% of women feel satisfied with the decision-making process at their organization, compared to 70% of men
    30%

    Over 30% of LGBTQ employees report being unhappy or depressed at work because of their identity. [1]

    33%

    More than one-third of people of color hide their true selves at work. [2]

    83%

    83% of senior managers and 85% of executive roles are occupied by white employees. [3]

    Diversity

    Diversity is what makes us unique: who we are and what’s important to us.

    How diverse is your workforce?

    Each person brings their perspectives and insights, work and life experiences, strengths, and ideas.  These are fostered by the unique experiences we bring to work brought about by who we are as people. The power of diversity is only generated when organizations recognize, respect, and value these differences.

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    Equity and inclusion

    Think of a time you felt you were treated unfairly.  Now think of a time you felt that you didn’t belong.  Equity at work means we receive equal rewards for equal contribution.

    Inclusion is a sense of belonging, significance, and value – an organization’s effort to create and maintain a collaborative, respectful, and supportive environment and culture that increases the contributions of its people.

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    Diversity, equity, and inclusion: being best-in-class

    • Greater decision-making
      Teams outperform individuals 90% of the time

    • Up to 60%
      Greater reported levels of creativity, innovation, and openness

    • Greater financial returns
      Diverse organizations outperform competitors by 35%

    Equity

    Equity is the fair treatment, access, opportunity, and advancement for all members of an organization. It’s an organization’s efforts to identify and eliminate all barriers that prevent the full participation of its people.

    Improving equity requires improving fairness and justice within the procedures and processes of an organization and the distribution of its resources.

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    Fairness and justice

    To create a work environment that focuses on diversity, equity, and inclusion, and enhances the employee experience, organizations must have policies and systems, such as compensation and performance, in place that ensure a clear understanding and equitable treatment of employees. [4]

    Perceptions of fairness and justice are affected by the following:

    • How rewards and resources are distributed.
       Employees need to feel that all distribution is fair and equitable.
    • Fairness and transparency in the policies and procedures by which decisions are made.
      These decisions include the distribution of rewards and resources, and employees need to understand the ‘why’ behind the decision.
    • How employees are treated.
      Employees need to be treated with compassion and respect, and with a strong sense of belonging, significance, and value.

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