Building diverse, equitable, and inclusive work environments contributes to reducing employment inequalities

DEI is not a fixed-term initiative; it’s an approach that evolves with an organization and creates a workplace that fosters growth. It allows each individual’s uniqueness to shine, adding strategic value that stimulates business success and prosperity. The HRPA recently sat down with experts from Normandin Beaudry, who shared their insights and experiences on how building diverse, equitable and inclusive work environments contributes to reducing employment inequalities―Normandin Beaudry’s societal commitment.

Progress remains slow

Now more than ever, DEI issues are at the forefront. In fact, a survey conducted by Normandin Beaudry uncovered that although 80% of organizations intend to implement a DEI strategy, only 30% have implemented a dedicated committee or resources.([1])

Implementation challenges

“The gap between intent and action can mainly be explained by the lack of knowledge and expertise of interested parties, including employees, managers, and executives. Yet, knowledge is the driving force of a DEI strategy and has an impact on three levels: the understanding of relevant issues, the experiences of minoritized groups, and the strategy’s implementation stages,” stated Raja Abid, Ph.D., DEI specialist and Consultant, Performance practice at Normandin Beaudry.

Four pillars for a sustainable DEI strategy

“Advancing DEI requires humility to grasp the full extent of what’s at stake, then ensuring consistency between words and actions,” added Mélinda Bastien, ASA, Durability specialist and Senior Principal, Savings and Investment consulting practices at Normandin Beaudry. Bastien went on to explain that four interrelated and complementary pillars are used to assess an organization’s DEI maturity and progress. This is achieved through four levels by aligning business strategies with DEI objectives, embedding inclusivity, and sustainability.

    1. Initial snapshot: Identifying each group’s representation and sense of inclusion makes it possible to target areas for improvement. Tracking sociodemographic data and measuring individual perceptions are the best indicators to obtain an accurate picture. Throughout the process, the impact of management decisions on the employee experience is measured for enhanced accuracy. Understanding the initial snapshot and its evolution is important but can be challenging.  

    1. Governance: A DEI strategy is more than a set of initiatives; it must be based on a clear vision, strategic planning and unwavering support from management. To successfully integrate DEI into their corporate culture, organizations can set up a committee or assign designated leaders, emphasizing their decision-making, influence, and accountability.

    1. Agents of change: DEI contributes to changing an organization’s vision and ways of doing things. Communication, training and a consistent approach are vital to get everyone on board.

    1. DEI and total rewards: Every aspect of total rewards can be aligned with DEI principles. Specialized assessment of each component of total rewards is needed for a strategic approach that makes the invisible visible and recognizes progress.

        • Communication: Analysis of language, visual representation and accessibility of tools.

        • Group benefits: Review of current coverage and identification of areas for improvement, based on potential for change.

        • Pension and savings: Analysis of plans and any obstacles faced by savers in their strategies.

        • Compensation: Review of compensation policies and practices to identify potential gaps and promote equity and consistency throughout the organization.

        • HR policies and practices: Validation of workplace policies and practices from a DEI perspective.

Outlook for the future: reaching new heights in DEI

Questioning systems and adjusting internal and/or external programs and policies ensures the alignment of discourse, actions and results. Here are five strategies for a successful DEI initiative:

  1. Embed DEI into the organization’s business strategy.
  2. Prioritize a DEI approach focused on the needs of minoritized groups.
  3. Adopt a systemic approach that integrates DEI into organizational systems, policies, and practices.
  4. Measure results to ensure that efforts translate into tangible progress.
  5. Encourage individual and collective responsibility for DEI.

Bastien continued: “The key success factors of a DEI strategy are management’s involvement and commitment. This involvement must extend beyond adopting or communicating various programs and measures so that leaders can gain understanding and awareness of DEI issues within the organization and in society. DEI or human resources leaders must be management’s allies. Normandin Beaudry’s approach is based on openness, tolerance for errors and mutual respect. This has paved the way to greater diversity, equity, and inclusion.“

“Collectively, everyone can contribute to creating healthy, inclusive and high-performance work environments by going beyond rhetoric to translate values and intentions into concrete action. Strengthening the sense of belonging and celebrating differences are essential to fostering inclusion. It’s important to remember that this is a learning process that requires people to push their limits so that collective potential can be fully realized, one step at a time,” concluded Abid.

(1) Source: Normandin Beaudry, remun survey, Talent and culture.