Why DEI is Important for Small Businesses
There are so many reasons to center diversity, equity, and inclusion in your business - no matter the size. I specialize in working with small businesses, organizations, and nonprofits because I find it rewarding to know the faces and names within the organization who will have the knowledge to do things differently. I especially love how small changes and access to leadership can have big impacts on a small organization. Are you looking to make a case for why it’s important to prioritize DEI at your company? Here’s my top 5 list of why DEI is important to implement for your small business;
Diversity goes beyond being a coded word for talking about race. When we recognize that diversity involves observing and acting upon differences within your organization that includes (but is not limited to) racial and ethnic, socioeconomic, geographic, citizenship, academic, and professional backgrounds, religious, spiritual, and political beliefs, sexual orientations, gender identities, (dis)abilities, family heritage, and life experiences. With an expanded definition of diversity, we can truly build the systems and culture that foster and healthier workplace for all.
When we foster equity we build a culture and change systems that don’t just allow people to exist at work but nurture an environment where everyone can thrive. In a thriving work environment, people deliver their best work. Equity doesn’t mean treating everyone exactly the same, equity means ensuring each person is getting what they need. For example, if we were going to take a hike together we wouldn’t give everyone the same size shoe to wear; we would ask each person's shoe size and make sure they have the shoes they need that would fit their feet. Equity is changing systems to ensure each person has the “shoes that fit” (great article if you want to read more in Equity Vs Equality and another great read about belonging in the workplace (Diversity Efforts Fall Short Unless Employees Feel They belong HBR Article)
Building an organization that fosters inclusion means that everyone and their success and contributions are celebrated. The focus here is creating cultures within your organization that ensure not only was everyone invited to work there, but that they are able to be heard, seen, and recognized for the work they are doing (I've also heard it said, as it’s not just being invited to the party, it’s being invited to dance) This can include thinking about what systems of feedback and making changes look like within the organization and how does your organization truly celebrate the success and learn from the challenges in ways that honor each person who contributed. When inclusion is at the heart of your organization’s systems, we can see the difference in retention and participation. (Jodi Ann Burey does a great Ted Talk that explores why “bringing your whole self to work “ is no longer what we are aiming for)
We know that scientifically and for your bottom line, diversity, equity, and inclusion have shown to have a good return on your investment (McKinsey & Company Study). I don’t like to focus on this particular reason to engage in DEI because as we center human well being in the workplace we can build healthier work environments and if that ultimately results in a better bottom line, great but to start with wanting it to be a reason you’re going to make more money feels antithetical to the centering of human well being that is so important in challenging the societal norms that continue to show that humans are only “worth what they can produce” and centered on constant growth that requires more and more and more resources such as money and time.
If we know it supports our business, we know it serves our employees better, and we can work to create better work environments that we all want to show up to, what are you waiting for? Reach out if I can support you on your DEI journey.
