As employers reframe or move away from diversity, equity and inclusion programs, it’s important they remember employee belonging is at the core of these initiatives, says Farzeen Mawji, national practice leader for inclusion and diversity at Arthur J. Gallagher & Co.
“[These programs] are about creating environments where everyone has the opportunity to bring their whole selves to work and to flourish. As humans, we have this need for feeling included and respected. This is what DEI programs have been working to integrate — the human within the business.”
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DEI programs can also increase diverse and highly qualified candidates in talent attraction, he says, noting this aspect is particularly important in industries with talent shortages. According to a recent Glassdoor.com study, 76 per cent of employees and job seekers indicated a diverse workforce is important when considering employment. In addition, 37 per cent said they wouldn’t apply at a company where employee satisfaction ratings are inconsistent among different ethnic groups.
“People are weighing their options around where they want to work. [DEI] can reduce turnover and increase retention, helping our employees to actually grow with us rather than apart from us. Knowing that their employer is actively cultivating an environment where they can feel a sense of belonging is very important.”
In recent months, there’s been a significant backlash against DEI programs among large U.S.-based employers. Notably, on his first day in office, President Donald Trump signed an executive order dismantling the federal government’s DEI programs.
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While a few Canadian employers — including Molson Coors Beverage Co. and the Alberta Investment Management Corp. — have made headlines for backtracking on their DEI initiatives, Mawji says it’s important for companies to do their due diligence.
“For many reasons — including misinformation and fear mongering — DEI has become a polarizing term. Some folks aren’t reading past the headlines and the perceptions of DEI. In some cases, they’ve turned fiction into perceived reality. In my opinion, it’s time to move forward from what I’m calling ‘fear-fueled fiction’ and do the research.”
Mawji’s biggest concern about the DEI backlash is the impact on employees’ psychological health and safety. “When we have hateful and divisive rhetoric that’s coming from some of the loudest and far-reaching voices, I consider two things. First, who is being emboldened by that messaging and what might that lead them to do. Second, who’s hearing that message from a vulnerable place and being told they need to retreat further into that vulnerable place, and if they don’t, they might face some adverse implications.”
However, the currently divisive environment on DEI practices provides companies with an opportunity to evolve. “When we can learn from what past DEI programs have been able to achieve — and also examine where they didn’t achieve what they were hoping to and understand why — we can evolve forward so we can continue to create inclusive workplaces and communities.”
Read: Molson Coors ends DEI policies, moves to ‘broader view’