Advocating for Diversity, Equity, and Inclusion in the Workplace as an Individual Contributor

We spend thousands of hours every year at work. It should a place where we feel safe, seen, included, and valued. Diversity, Equity, and Inclusion (DE&I) in the workplace create an environment of belonging that helps employees thrive.

BUT FIRST, DE&I 101: WHAT IS IT?

Diversity, Equity, and Inclusion (DE&I) are crucial elements in creating a fair and productive workplace:

• Diversity refers to the representation of different backgrounds, identities, and perspectives.

• Equity means ensuring fair treatment, access, and opportunities for all, while recognizing that different individuals may need different support to succeed.

• Inclusion involves creating a work environment where everyone feels valued, heard, and respected, regardless of their background or identity.

DE&I DANCE PARTY

A DE&I Director I once worked with explained with a dance party metaphor that diversity means inviting all sorts of people, equity means providing access as needed to attend, and inclusion means asking people to dance. So what do these dance parties look like in the workplace?

• Mentorship Programs

  Pave the way for employees’ growth via mentorship programs. When offered to underrepresented groups, access to career development opportunities can help level the playing field. Additionally, it’s part of the solution for “There aren’t any qualified diverse candidates” (a common excuse for not hiring diverse talent).

• Diverse Hiring Practices

  Speaking of diverse candidates, hiring practices can be broadened to source and recruit candidates from a variety of backgrounds. As an individual contributor, you can help by recommending diverse candidates in your network!

• Inclusive Policies

  Such policies make it easier for employees to work. For example: flexible work arrangements, comprehensive parental leave, or ensuring accessibility for employees with disabilities.

• Employee Resource Groups (ERGs)

  ERGs are voluntary, employee-led organizations that bring together people with shared identities or experiences. They can offer support, community, and a platform to advocate for company-wide change. You can also join existing ERGs as a member and just attend their programming.

Altogether, prioritized DE&I practices can improve employee engagement and decision-making, but it requires the efforts of not only leadership but individual contributors (ICs) to drive these efforts to success in the workplace.

GETTING INVOLVED

Small pebbles can make big ripples

There are lots of ways to get started without assuming additional responsibilities. The easiest place to start as by following Gandhi’s advice: “Be the change you wish to see in the world.” Lead or inspire by example!

• Respect a person’s preferences in how they identify themselves (ie. preferred pronouns)

• Be mindful of the your language (and I don’t mean swearing)

• When faced with a foreign, unfamiliar name, politely ask how it’s pronounced and just try

• Create a safe space for quieter or underrepresented voices to be heard in a judgement-free environment—live in a meeting or offline in writing

• Speak up when you see exclusionary/biased behavior or micro-aggressions

• Seek diverse perspectives when collaborating on projects

• If it feels safe to do so, be yourself! Embrace your identity and differences. You can inspire others to be genuinely themselves at work, and that sees returns on workplace productivity and employee engagement (not just satisfaction)

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Proud Taiwanese American here! 🇹🇼🧋✌️

Alternatively, you could be the one to spread that DE&I love!

If you’re interested, you can go beyond your station to learn, advocate, and educate. You could be the one organizing or hosting that metaphorical dance party!

• Attend DE&I workshops, webinars, or events to learn more about how you can foster a better workplace

• Acknowledge or celebrate cultural events or holidays important to communities and identities amongst your colleagues. Personally, this is my happy place, and I’ve organized many events for the Asian Pacific Islander community or advised others.

• Join an ERG as a member or maybe even hold a Chair position and make an impact in your workplace.

BENEFITS

Advocating for DE&I is a win-win

From a professional standpoint, organizing DE&I initiatives can sharpen your leadership skills. If your efforts involve collaborating in a more inclusive environment, this can lead to building stronger relationships with your colleagues, which can help in the long run with networking and future jobs.

At a bare minimum though, just participating in DE&I efforts can prompt you to challenge your own biases, expand your understanding of others, and build greater empathy.

Embrace the opportunity to advocate for DE&I, and you’ll not only make a difference for others but also enrich your own career in the process.