Everything You Need to Know About Diversity, Equity, and Inclusion in the Workplace
Having a workplace that promotes diversity, equity, and inclusion is essential for creating a work environment that is respectful, supportive, and equitable for all employees.
Diversity in the workplace can bring about a variety of viewpoints, experiences, and skills that can help an organization become more productive and successful.
Equity in the workplace means ensuring that everyone has the same access to resources and opportunities regardless of their background or identity.
Inclusion in the workplace means valuing each person’s unique perspectives and creating an environment where everyone feels welcome and respected.
By creating such an environment, organizations can attract and retain top talent, increase employee engagement, create a positive working environment, and drive innovation and growth.
Moreover, promoting diversity, equity, and inclusion is important for creating a workplace free of discrimination and bias and fostering a sense of belonging and acceptance for all employees. Ultimately, a diverse and inclusive workplace can help organizations achieve their goals and objectives in an ethical and successful manner.
What is DEI?
Diversity, equity, and inclusion (DEI) are three interconnected concepts that are important for creating and maintaining a fair and just society. This idea is also important for business.
Diversity refers to the range of differences among people, including but not limited to: race, ethnicity, gender, age, religion, ability, and socioeconomic status. It is important to recognize and value these differences, as they bring a variety of perspectives, experiences, and ideas to the table.
Equity refers to the fair and just treatment of all individuals, regardless of their differences. This means providing the necessary resources and opportunities for everyone to succeed and thrive. This can involve things like addressing structural inequalities, such as systemic racism and discrimination and implementing policies and practices that promote fairness and equal access.
Inclusion refers to the active involvement and engagement of all individuals in a given community or organization. This involves creating a welcoming and inclusive culture where everyone feels valued, respected, and heard.
Why DEI is good for business?
DEI is important for business for a number of reasons. First and foremost, a diverse and inclusive workplace can lead to improved decision-making, creativity, and innovation. When there is a range of perspectives and experiences represented in the workplace, it can lead to a broader range of ideas and solutions to problems. In addition, a diverse and inclusive workplace can also improve the company's reputation and attract top talent.
DEI is also important for business because it is the right thing to do. Discrimination and inequality are wrong and have negative impacts on individuals and society as a whole. By promoting DEI, businesses can play a role in creating a fair and just society.
Finally, DEI is important for business because it can improve the bottom line. Studies have shown that diverse and inclusive organizations tend to have better financial performance and higher levels of customer satisfaction. Customers are increasingly seeking out companies that reflect their values and prioritize DEI.
Overall, DEI is important for business because it leads to a more positive and productive work environment, helps to attract top talent, is the right thing to do, and can improve financial performance.
DEI for Small Businesses
Businesses of all sizes benefit from DEI.
In the case of small businesses, DEI is crucial to the success and growth of the company. That’s because the focus on diversity, equity, and inclusion has a greater impact on the company’s employees. Because each employee has a greater influence on the company’s outcome, it’s even more important that each individual feel they’re being properly represented in the company.
Though the size of the company is much smaller than mid-market and enterprise-sized businesses, the magnitude of its impact can be felt to a much higher degree.
This opportunity gives company leaders of small businesses the opportunity to start building the company culture that supports DEI in the workplace.
Challenges with DEI
DEI can be a challenging and ongoing process, as it requires acknowledging and addressing issues of power, privilege, and bias. It also involves ongoing education, self-reflection, and communication. It is important for individuals and organizations to be open to learning and growth in order to create and maintain a truly diverse, equitable, and inclusive society.
A major hurdle for companies who want to align themselves with DEI best practices is building a program that lends itself to fostering inclusion without making others feel left out.
How to practice diversity, equity, and inclusion in the workplace.
Organizational leaders want to build a company culture that reflects the principles of its workforce and the society it operates in. Practicing DEI ensures companies stay aligned with their workforce, their customers, and all stakeholders involved.
Here are some suggestions:
- Offer a diverse range of job opportunities
- Create a welcoming and inclusive environment for all employees
- Have a diverse representation in management and leadership roles
- Listen to and address employee feedback
- Educate staff members on bias and inclusion
- Promote an equitable work environment
- Implement policies that promote diversity, equity, and inclusion
Diversity, equity, and inclusion are essential to a successful workplace. Companies need to ensure that they are actively supporting these values by taking steps such as: providing equal access to resources, ensuring fair treatment of all employees regardless of background, and recognizing and valuing different perspectives.
By doing this, they can foster a culture of acceptance, respect, and belonging that will ensure everyone in the workplace feels included and appreciated.
Related resources
Unlocking Philanthropy: A Ready-to-Use Corporate Giving Policy for Modern Businesses
Sample Corporate Giving Policy You Can Use Today
In today’s socially conscious environment, more companies than ever are recognizing the value of corporate philanthropy. Not only can a robust giving policy boost a brand’s image and reputation, but it can also play a pivotal role in community development and global betterment. If your company is considering the establishment of a formal corporate giving policy or refining its existing strategy, this sample policy might be the perfect starting point for you.
Pillars of a Strong Corporate Giving Policy
Corporate giving programs range from employer donation matching programs to full blown corporate social responsibility programs with grantmaking and volunteerism. Many companies find somewhere in the middle that aligns with their size, budget, geographic presence and most importantly company values and commitment to diversity and inclusion. But what truly makes a corporate giving policy stand out? Let’s delve into the key features, from donation matching to the strategic use of platforms like Groundswell.
1. Donation Matching: Doubling the Impact
One of the most effective tools in a giving policy is donation matching. This is where companies match employee donations to eligible non-profits, effectively doubling the contribution. Such programs not only amplify the impact but also motivate employees to participate, knowing their chosen cause will receive twice the support.
2. Charitable Stipends: Encouraging Employee Choice
Charitable stipends are allowances given to employees to donate to a non-profit of their choice. This not only encourages a culture of giving but also empowers employees to support causes they’re passionate about. The stipends can be a fixed amount annually or can vary based on the employee’s role or tenure.
3. Dollars for Doers: Volunteering Translated to Contributions
“Dollars for Doers” programs convert volunteer hours into monetary donations. When employees volunteer their time for a cause, the company makes a donation equivalent to the hours spent. This fosters a culture of hands-on involvement and ensures that both time and money are being donated to valuable initiatives.
4. Corporate Grants: Sowing Seeds for Bigger Change
Beyond individual employee contributions, companies can set aside a dedicated fund for corporate grants. These grants can be given to non-profits, research initiatives, or community projects that align with the company’s CSR objectives. Such grants can lead to substantial, long-term changes and foster strong partnerships with community leaders and organizations.
Why Choose Groundswell for Your Giving Initiatives?
Incorporating these elements into a giving policy requires streamlined management, transparency, and ease of execution. This is where platforms like Groundswell come into the picture.
Groundswell offers an efficient and affordable solution for companies aiming to elevate their philanthropic endeavors. Here’s why it’s the ideal choice:
- User-Friendly Interface: Groundswell’s platform is designed for both companies and employees, ensuring smooth navigation and straightforward donation processes.
- Versatility: Whether it’s donation matching, handling charitable stipends, or managing corporate grants, Groundswell offers solutions tailored to each company’s unique needs.
- Cost-Effective: Groundswell provides a comprehensive suite of tools at competitive prices, ensuring that more of your money goes towards the cause rather than platform fees.
- Transparency: Track donations, monitor employee involvement, and generate detailed reports to measure the impact—all in one place.
Conclusion
An effective corporate giving policy is a blend of structure, employee engagement, and impactful contributions. By incorporating elements like donation matching, charitable stipends, “Dollars for Doers,” and corporate grants, businesses can create a ripple effect of positive change. And with platforms like Groundswell, executing these initiatives becomes not just feasible but also highly efficient and cost-effective.
5 Tips to Boost Engagement & Impact on Giving Tuesday
Leverage GivingTuesday to boost generosity
Every November, the Tuesday after Thanksgiving is known as GivingTuesday, which often serves as the unofficial start of end-of-year giving campaigns. This comes on the heels of holiday shopping deals on Black Friday, Small Business Saturday, and Cyber Monday. It is a worldwide phenomenon, inspiring millions to lean into the end-of-year holiday spirit with generosity and compassion. For many charities, GivingTuesday has become their biggest day for donations – and can help resource their ability to have an even greater impact in the year ahead.
For companies, GivingTuesday and the end-of-year giving season offers an opportunity to double down on their commitment to social responsibility, strengthen relationships with employees, and boost their impact in the community and broader world.
At Groundswell, we partner with companies all across the country to design and launch GivingTuesday campaigns – leveraging our easy-to-use platform that makes it easy for employees to participate and send donations to the causes and charities that they care most about. Below are some best practices to boost engagement and inspire generosity during the giving season.
1. Make Giving Easy:
A lot of giving platforms out there make it incredibly hard to donate. Some don’t have all 1.5 million IRS-approved charities listed. Others require employees to navigate through a web of intranet or sharepoint sites to find the giving program landing page. And others require that HR is notified of any donations an employee wants to make. At Groundswell – we are committed to removing all of the friction, and ensuring that employees can find charities easily, through a platform that is accessible from the palm of their hand, so they can give whenever they want to.
2. Launch a GivingTuesday Match Campaign:
Through Groundswell you can customize and launch a special GivingTuesday match campaign in a matter of minutes. Simply pick the nonprofits to include in the special campaign, select the start and end-date for the campaign, and then determine the match – 2x, 3x – along with any overall budget limits, then you’re done!
3. Boost engagement by involving ERGs:
Share nonprofit recommendations from Employee Resource Groups to provide inspiration around causes and nonprofits that matter to your employees. You can feature these nonprofits on dedicated ERG Corporate Spotlights and Campaigns that will be visible to all employees on their Groundswell dashboard.
4. Surprise (and Delight) Employees With A Gift to Give:
Consider sending a surprise “gift to give” to reward those already participating in your giving program (and to incentivize others to enroll). These gifts might be used to further maximize impact through the existing campaign, or to donate to other nonprofits your employees care about. Groundswell’s custom gift feature allows companies to easily schedule and send gifts with little to no administrative burden.
5. Level up with Volunteer Matching:
Groundswell’s Volunteer Matching program – sometimes known as Dollars for Doers – recognizes that some employees may not have funds to contribute, but have time – and rewards them in the same way. It’s an inclusive approach that invites everyone to participate in GivingTuesday, even those who may not be able to donate their own funds.
12 Employee Benefits Survey Questions Modern Companies Should Ask
In today's business environment, having the right and highest performing talent is more critical than ever. With benefits packages playing a vital role in these decisions, how can companies truly gauge their effectiveness? By initiating regular employee benefits surveys.
Scroll down for a free survey template below.
Let's dive in to the importance of asking the following questions.
Is our workforce satisfied with the current employee benefits package?
Gaining insights from "how satisfied are you with our company’s benefits package?" can offer companies a quick pulse on the effectiveness of their benefits. A dip in satisfaction might signal a need for re-evaluation, especially if you're looking to maximize your budget.
How comprehensive are the employee benefits we offer?
Do employees feel that the organization covers a wide range of their needs? Asking, "do you feel our benefits package is comprehensive in its offering?" can shed light on any potential gaps in coverage.
Are we showing true commitment to Diversity, Equity, & Inclusion through our benefits?
Are the company's efforts in promoting DE&I resonating? This can be gauged by asking if the benefits genuinely support diversity and inclusion. If they aren't, here's an opportunity to collect ideas directly from your employees.
Read more about how to make sure your giving program is equitable and inclusive.
Do our benefits reflect our company culture and values?
The question, "do you feel our benefits package supports our cultural values?" will highlight any potential discrepancies in practicing what you're preaching.
Did you know? Two-thirds of employees say it’s important for a company to align to their values.
Are we catering to the needs of a remote or multi-location workforce?
With remote work on the rise, is the company adapting its benefits accordingly? It's essential to find out if employees feel supported, regardless of their work setting.
Would employees recommend the company based on our benefits?
This is an easy one to skip, but it's a great question to ask. See how influential your benefits package is for employee referrals. Determining if employees would advocate for the company based on its benefits can be a key metric for recruitment.
How do specific benefit categories fare?
By querying satisfaction levels across various benefits – physical health, social impact, mental health, financial health, and fringe benefits – can companies discern which areas are thriving and which need enhancement?
What additional benefits do employees desire?
Is there a particular benefit that could make a difference in employee satisfaction and retention? Discovering this can be as straightforward as asking, "if you could choose one benefit not currently offered, what would it be?"
If your workforce desires a more meaningful benefit, see why decentralizing your corporate philanthropy strategy can achieve greater impact at scale.
How often should I send an employee survey about our benefits?
While every business has their own set of unique needs, conducing a quarterly employee survey at minimum can help you get a pulse check.
There will be some natural and unplanned peaks in valleys throughout the year that can drastically affect employee morale and company culture. By proactively seeking feedback through surveys, companies can foster a culture of continuous improvement, ensuring they remain at the forefront of employee satisfaction.
What are some affordable benefit options we can provide employees?
Corporate matching or giving programs can be a low-cost addition to your benefit offering that supports your employees’ unique passions and perspectives through charitable giving and boosts your company’s commitment to social impact. Groundswell offers a comprehensive solution with a simple implementation and nearly zero administration burden.
- How satisfied are you with our company’s benefits package?
- Do you feel our benefits package is comprehensive in its offering?
- Do you feel our benefits package supports our cultural values?
- Do you feel our benefits package supports our commitment to Diversity & Inclusion?
- Do you feel our benefits package supports our remote or multi-location workforce?
- How likely are you to recommend applying based on our benefits package?
- How satisfied are you with our physical health benefits (i.e. health care, sick leave, etc)?
- How satisfied are you with our social impact benefits (i.e. corporate matching, volunteering, etc)?
- How satisfied are you with our mental health benefits (i.e. vacation time, EAP, etc)?
- How satisfied are you with our financial health benefits? (i.e. retirement, student loan assistance, etc)
- How satisfied are you with our fringe benefits and perks? (i.e. fitness subsidies, stipends, etc)
- If you could choose one benefit not currently offered, what would it be?