Contrary to popular belief, the purpose of a DEI policy transcends the practice of simply hiring or recruiting a workforce that  reflects the face of the nation. While adopting an equal opportunity employment  approach to hiring  is  integral to achieving diversity and inclusivity in a company, it is but one facet of the multi-faceted practice of DEI and just the starting point.

A diversity, equity and  inclusion policy is a three pronged approach adopted by organizations within human resources management,  to ensure that the company provides employment opportunities to candidates from diverse backgrounds without bias, that a conducive and enabling environment is provided for all employees to thrive, considering  their unique needs and ensuring that all employees are effectively involved and included in the crucial activities the organization takes to achieve its vision and mission.

Writer and entrepreneur Frans Johansson said, “Highly diverse teams are critical for innovation.” In his book, The Medici Effect, he writes that the most innovative ideas occur when a diversity of backgrounds and disciplines intersect. Done right, the effective implementation of a DEI policy may offer a myriad of opportunities for a company to thrive both internally and externally, since: 

1. A wider variety of perspectives and ideas  is available to consider, thereby  adding  value to the decision making processes 
2. A wider pool of talent from which to  select the best candidates for the company’s needs is available 
3. An equitable work environment enhances employee wellbeing and ensures the retention of talent, which benefits the organization in the long run
4. It enhances the organization’s corporate image to stakeholders of diverse backgrounds 

Crafting a DEI policy for an organization, first involves identifying the latter’s unique diversity needs and creating bespoke strategies to guide conceptualization and implementation.  Creating an organizational culture that upholds the principles and values espoused in the policy is the next step. 

DEI Inside & Outside the Organization

In order for an organization to achieve maximum reward from a DEI policy, it must commit to a two-dimensional focus ie an internal as well as an external focus. An effective DE& I policy takes into consideration, the unique needs of both its internal as well as external stakeholders. The internal efforts of implementing the policy typically include:  recruitment of individuals from diverse backgrounds ie  social and economic status, various races, sexes, nationalities, age, creed, sexual orientation and persons with special needs. It extends to providing an enabling environment  that supports the wellbeing of these individuals by making special considerations for their needs, for example ensuring equitable pay across the genders and flexible work arrangements  like remote/hybrid working models  for persons with disabilities and providing allowance for the expression of various cultures by acknowledging important days and events such as religious and other  holidays  To achieve equity in the organization, responsible parties need to engage in a firm-wide spread of awareness against  bias and stereotypes associated with certain groups of people. Inclusion involves the involvement of personnel in crucial processes that drive the organization towards the achievement of its mission and vision particularly in decision making. It enables every employee to feel a sense of belonging within the organization and to feel seen and heard. 

Ultimately these aspects serve to motivate employees and provide them with a serene working environment that enhances their productivity. External efforts towards the implementation of a DEI policy involve studying the unique needs of external stakeholders and tailoring the organization’s products and services to meet them.  An organization may tailor its products to meet the needs of diverse stakeholders by creating products that are unconventional and that meet the needs of groups that vary from mainstream society. For example, the invention of FlyEase, a new model of slip on shoes  by Nike whose wear ability does not necessitate the bending over action to tie, greatly ease the burden of athletes with disabilities and  people with special  needs in general.Stephen Jay Gould, an American paleontologist, evolutionary biologist, and historian of science, wrote in his book The Panda’s Thumb: “I am, somehow, less interested in the weight and convolutions of Einstein’s brain than in the near certainty that people of equal talent have lived and died in cotton fields and sweatshops.” Simply put, the most important aspect to tackle in the crafting of a DEI Policy is the elimination of bias and discrimination at every stage of engagement with either potential employees or those already within the organization. Going the extra mile to provide products and solutions to marginalized groups in society greatly boosts the corporate image of a company as well as the returns a company gets.