If you’ve been keeping up with the latest buzz, you’ve probably heard about the Society for Human Resource Management’s (SHRM) fresh take on the DEI acronym – they’re now spotlighting I&D, placing a little less emphasis on “equity.” Interesting, right?
Let’s untangle this together, shall we?
This update from SHRM has sparked quite a conversation on what DEI really means and how we can genuinely uplift its purpose at our workplaces. It’s more than just semantics, it’s about the essence of creating environments where everyone feels valued and heard.
Gabrielle Jones, VP of DEI and Talent Management at Personify Health, recently mentioned on a joint webinar with OC Tanner Institute the importance of addressing root causes as a DEI leader. She encourages listening to employees to move beyond “buzzwords as band aids” and ensure that organizational actions align with employee needs and concerns. She also highlights the need for competitive pay and addressing pay equity issues, which are crucial for fairness and satisfaction in the workplace. Finally, she shares there should be a focus on empowering leaders to support their teams, including fostering psychological safety, building trust, and enabling meaningful conversations. This support is crucial for ensuring that employees feel heard, valued, and fairly treated.
When we foster spaces where everyone feels supported, productivity and creativity don’t just grow, they flourish.
This brings us back to the heart of why changes in terminology, like those introduced by SHRM, invite us to pause and reflect. It’s important to think deeper about the intersectionality of how equity is interwoven with inclusion and diversity. It’s a subtle nudge to ensure we’re not just talking the talk but walking the walk, making equity a living, breathing part of our workplaces.
As you may be navigating a shift in your DEI strategy, it’s the perfect moment to reaffirm commitment to building workspaces that don’t just open doors for all but invite everybody to decorate the room. This means doubling down on creating an atmosphere where every person, regardless of their background, can find their place and thrive.
Looking ahead, it’s clear that our journey doesn’t end with terminology tweaks. It’s about the actions we take, the culture we nurture, and the inclusive vision we champion every single day. It’s a call to action for every one of us to bake a bigger pie of opportunity and share it with everyone at the table.
Are you navigating the maze of DEI strategies? Explore more here.