5 Strategies For Improving DEI In The Workplace

5th Jul 2023

Building a workplace that's diverse, equitable, and inclusive is not a fad, it's vital for company success. 

When companies build an inclusive environment that embraces diversity, magic happens. Employees become more engaged, innovation soars, your company's reputation is boosted and you'll gain access to a wider pool of talent that aligns with your vision and mission. 

We've crafted our top 5 strategies for improving DEI in the workplace so you can create a thriving workplace culture that every company needs. 

1) Diversify your hiring processes

If you want to attract diverse talent, then it's time to revamp your recruitment and hiring processes. 

Flexa is just the thing you need to support your DEI initiatives. Our Flexification process starts by assessing whether your workplace environment is truly inclusive. If you pass our benchmarking quiz with flying colours, you can gain access to our platform, where you can proudly showcase your commitment to diversity, equity, and inclusion. And the best part? Our dashboard gives you access to diversity stats, so you can see how effective your offerings are in attracting diverse candidates. 

Dan Malins, Head of People & Culture at Amplifi

"We joined Flexa to support the flexibility movement and champion our flexible working environment. Our 95% FlexScore means that we are being discovered because of our flexibility which has reduced hiring costs through agencies and made it easier to hire diverse candidates.”

2) Integrate inclusive policies and practices

Developing and implementing inclusive policies and practices is essential for ensuring equal opportunities and fair treatment for all employees. This includes policies that address bias in recruitment, promotion, and compensation, as well as providing flexible work arrangements to accommodate diverse needs. Regularly review and update these policies to align with best practices and evolving societal norms.

3) Lead by example

DEI starts at the top. Leaders need to walk the talk in order to show their commitment to inclusivity. When leaders and managers champion this, it sets clear expectations and boundaries where teams can follow suit. 

It requires a comprehensive approach that spans all levels and positions, making sure that performance evaluations and feedback are based on the quality of work rather than personal biases. By emphasising a culture that values objective assessment, managers can set a precedent for unbiased decision-making and create an environment where everyone, regardless of their background or position, has equal opportunities to thrive and contribute their unique perspectives and talents. 

4) Eliminate bias

Unconscious bias can hinder the success of your DEI initiatives. Offering bias training to all employees, particularly hiring managers and decision-makers is an effective way to recognise and address bias. Ongoing education and awareness can reinforce the importance that diversity, and inclusion plays when it comes to boosting company growth. 

5) Encourage open dialogue and feedback

Create spaces for open dialogue and feedback where employees can freely express their experiences and concerns. This can be through anonymous feedback channels or regular pulse surveys; utilise our free employee satisfaction tracker to help you. 

Actively take note of employee feedback and take action to address these issues. If employees see concerns being actioned they'll be more comfortable communicating issues in the future. 

Remember to measure and track your progress

Establish the metrics and KPIs you want to measure to assess whether your DEI initiatives have been successful. Regularly review and analyse data relating to employee demographics, representation in leadership positions, and employee satisfaction. Use this data to identify gaps, set goals, and track improvements. 

And make sure to share your progress transparently, it demonstrates your commitment to continuous improvement and helps to build employee trust