According to recent studies, organizations that embrace diversity and have an equitable and inclusive culture outperform environments that are not diverse, equitable or inclusive. The highest performing companies strive to include people of diverse ethnicities, abilities, backgrounds and cultures. They embed true collaboration into their values, work practices and behaviors. They ensure accountability for diversity, equity and inclusion (DEI) at all levels.
Research by McKinsey demonstrates that companies which embed diversity, equity and inclusion into their operational policies, practices and culture are more profitable than organizations that do not. When DEI becomes a priority, every aspect of your organization can benefit.
What is Diversity?
Diversity is the presence of differences within a given setting. It is the different ways individuals may identify. This includes but is not limited to: physical, psychological, and social aspects that simultaneously represent and differentiate people from one another. Diversity is a fact about humanity—even though it is often neglected as a potential lever to achieve organizational success.
What is Equity?
Equity is achieved by identifying and removing barriers to the full participation of all members of an enterprise. Equity efforts target issues of access, resources, policies, practices, rewards, and consequences to ensure all can contribute their full measure of competence and receive commensurate treatment, opportunities and advancement.
What is Inclusion?
Inclusion is the result of actions to create an environment within which people feel engaged, valued, and experience a sense of belonging. Inclusion exists when a critical mass of an organization’s members behave in a way that demonstrates respect for all stakeholders. Without policies, processes and procedures to reinforce such behaviors, inclusion does not spontaneously occur–no matter how homogeneous an organization’s demographics. Inclusivity does not result from diversity; it is achieved as a result of decisions and actions.
Leaders must do the hard work—and have the tough conversations—around diversity. DPA Consultant LeRoy Thompson writes about “what’s missing from DEI initiatives” and what to do about this.
Organizations that embrace Diversity, Equity and Inclusion commit to:
- Understanding how racism, unconscious bias, privilege and oppression work against fair treatment of employees, prospective employees, customers, clients, suppliers and community partners
- Creating a shared vision for diversity, equity and inclusion
- Engaging all employees through training
- Soliciting and incorporating employee feedback throughout the process
- Ongoing learning programs for management and staff
- Making DEI a staple of continuous improvement efforts
Success Stories and How To’s
Daniel Penn Associates helps launch, refine and sustain DEI initiatives. Our DEI experts work with you, side-by-side, to create and implement a DEI process that truly engages employees and informs the organization’s practices. We do this within a structure and timeline tailored to your needs.
Diversity, equity and Inclusion tools vary by organizational settings and workplace culture. Our methods address tough or sensitive issues, reduce defensiveness and facilitate learning.
Daniel Penn Associates has modeled DEI principals for more than 35 years. We are a certified Minority and Disadvantaged Business Enterprise (MBE/DBE). We play an active role in state and national minority business associations. We work with female and male professionals of diverse ethnicities, abilities, backgrounds and perspectives.
The philosophy of lean – that people of diverse perspectives, backgrounds and expertise best support continuous improvement – naturally synchs with DEI. Let us help you install (or refine) the practices, systems and metrics to meet your short, medium and long-term DEI goals. We’ll design a program to meet your objectives, timeline and budget.