Gabby Austen-Browne, founder of Diversity Alliance advises on how organisational DE&I should be implemented.
Beyond being mere procedural checkboxes, DE&I policies play a pivotal role in reshaping the fabric of organisations. However, policies need to go beyond compliance if they are to become guiding principles that redefine workplace culture.
Policies should be in place to foster inclusivity and ensure that individuals, regardless of their background or identity, feel valued and welcomed within the organisational structure, and should match company values and ambitions.
Organisations with robust DE&I policies send a powerful message of commitment to fairness and equality, and this commitment translates into elevated employee morale, engagement, and job satisfaction, underlining the impact that a well-thought-through policy can have on the overall well-being of the workforce.
DE&I policies should not just serve as a shield against legal and reputational risks (simply complying with anti-discrimination laws does not constitute having a comprehensive diversity and inclusion policy). Policies must also project an organisation’s dedication to social responsibility and ethical practice.
Navigating implementation challenges
While the benefits of a well-thought-through DE&I policy are clear, I constantly see challenges in their effective implementation.
Often reduced to a tick-box exercise, these policies miss the opportunity to become a living, breathing document that informs the very essence of an organisation.
If there is a lack of leadership commitment, it sends the wrong message about the priority of DE&I policies. To address this, there is a need for top-down commitment, where organisational leaders actively champion DE&I initiatives and communicate the strategic importance of diversity.
Ambiguous or ineffective policies can result in confusion and non-compliance. To overcome this, I recommend policies be well-defined, easily accessible, and subject to regular updates.
Employee input is also invaluable for identifying gaps and ensuring continual improvement.
Inadequate training and awareness among employees represent another hurdle I often come across. Regular training sessions are essential to educate employees at all levels, fostering an understanding of DE&I principles and the impact of inclusive practices.
What are the biggest challenges I come across with prioritising DE&I? Resistance to change, ineffective communication, insufficient resources, lack of diversity in leadership, inadequate measurement, and evaluation, and a lack of accountability.
These challenges need to be met with strategic solutions that must include fostering a culture that embraces change as well as establishing clear lines of accountability.
Inspiring a new standard
As the events industry progresses into 2024, impactful action and new standards are needed for DE&I excellence. Intent to impactful execution is not just a necessity but an opportunity to reshape the industry, making it more inclusive, innovative, and resilient in these times of global uncertainty.
It’s what our teams want, it’s what our stakeholders expect.
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