DEIB in 2024 🚀

Hi again!

This is Mariam Mushtaq from HR Brain Pickings, bringing to you the second edition this week. Can you believe we are almost at the end of the first month of 2024? 🌞

So in the last issue we discussed some basics of DEIB - in this issue let’s dig a little deeper and uncover the latest trends and strategies.

DEI vs DE&I vs DEIB 🤔

Ever wondered why there are so many variations like DEI, DE&I, and DEIB? This change in terms simply reflects the continuous evolution of the concept. 🔄

The 'Belonging' aspect in DEIB was added later. 🤗 This addition just emphasized the importance of creating a sense of belonging, now recognized as a key factor in enhancing employee engagement. 👥

Honestly - what matters more is the implementation of actionable strategies to address DEIB effectively, and communicating it clearly to employees. 🎯

Given that the concept of DEIB is relatively new yet increasingly vital in today's workplaces, staying updated on the latest trends is essential. 🌍 Keeping up-to-date ensures that your organization remains at the forefront of fostering an inclusive and engaging work environment. 💼🌈

Embracing a New Era 🌟

In today's rapidly evolving socio-political climate, the "one size fits all" approach to DEIB training is no longer effective. ❌

DEIB in 2024 requires a more nuanced, informed, and proactive strategy. 🎯 We've established 'why' DEI is essential; now, we focus on 'how'.

How do we even get started? 🤔 How do we tailor our DEIB strategies to resonate with our workforce's diverse experiences? 🌈 Let’s explore what’s in store for 2024. 🚀

Establish a DEIB Statement ✍️

The simplest way to get started is by establishing or updating your organization’s DEIB statement to reflect current goals and achievements. 🎯 

Aim for a statement that is concise, clear, and truly reflective of the company’s commitment towards DEIB. 💬🌟

Some examples:

Tailored DEIB Initiatives💡

Trainings are great to raise awareness on DEIB but that isn’t enough. 🚫 According to Forbes, significant shifts and changes in the organizational culture include sustainable initiatives, policy changes, equitable processes, and continuous learning and development programs, rather than relying solely on one-off training sessions. 📈

Some examples:

Reducing Bias in Recruitment ⬇️

Looking at the recruitment process to address DEIB can also be a great starting point to change things for the better. 🔄 According to AIHR, to minimize bias in the recruitment process, you can develop a standardized interview guide for hiring managers. 📋

This can include interview evaluation forms with structured questions and a scoring system focused on skills and experience, rather than just impressions. 📈

Employee Resource Groups 👥

Establishing an ERG (Employee Resources Groups) is another great way to go to implement DEIB initiatives. These are employee-led groups that focus on a particular topic such as DEIB. 🗣️

Regular interactions with Employee Resource Groups (ERGs) can provide invaluable insights into workplace policies, culture, and any challenges that employees may be facing. HRs can use this feedback to better support diverse employee groups. 💡

Mentorship Programs

Run mentorship programs within your organization to support the career advancement of underrepresented groups. Ensure these programs are accessible and tailored to meet the diverse needs of participants. 👥🌱

A great example is Nielsen’s MyMentor program that matches mentors and mentees across various backgrounds and functions, for increased social connectedness, and culture building. 🤝🏢

DEIB Initiatives at Springworks🤝

Implementing DEIB initiatives can be challenging for smaller organizations, but it's definitely not impossible. 🌟 The key is to implement straightforward initiatives and ensure clear communication with employees. 💬

1. At Springworks, we're committed to diversity by inviting talent from all walks of life, welcoming them with open arms into our community. 🤗🌈

2. To encourage diversity in referrals, we offer an enhanced bonus of INR 30,000 for referring outstanding women candidates, in addition to our standard referral bonus. 💰👩

3. We've also expanded this inclusive policy to support our queer, transgender, and differently-abled candidates, reinforcing our dedication to a diverse and vibrant workforce. 🤝

4. Paternity leaves are granted to non-delivering partners for up to 3 weeks, which can be split into pre-natal and post-delivery leave, with no pay deduction. 👶

Run a quick Pulse on DEIB 🌈

The first step can be to assess and understand the current state of your organization when it comes to DEIB.💡

Use pre-built templates on EngageWith for topics such as Conflict Management, Diversity and Inclusion, and more. (50+ survey templates available)

Today’s Key Takeaways 🗒️

Today’s Reads

• Yet another list for 2024, but it’s always good to stay updated right? Read the top priorities for HR leaders in 2024.

• What’s happening with the 4-day work week trend? Read the latest SHRM article.

• What benefits can you add to attract the Gen Z workforce and improve retention? Read what Chipotle is doing.