In the 21st century, we hear a lot of talk about “moving the needle.” Yet when this terminology encroaches on the realm of diversity, equity, and inclusion (DE&I), it is more than just dangerous for your employees — it can even be illegal.
Although increasing and enhancing diversity in the workplace is essential for staying compliant, it’s how you make those essential changes that can set you up for success or ultimately contribute to failure. Instead, it’s much safer to focus on creating a culture where diversity can thrive naturally. But how do you get started?
The first step is understanding the basics. DE&I encompasses practices and policies aimed at creating a workplace culture that values employees and ensures workplace safety. DE&I compliance involves building an environment where all employees feel valued, respected, and supported, regardless of their background or identity, ultimately allowing them to do their best work.
Compliance, on the other hand, refers to the actions a company takes to adhere to national or state laws and regulations concerning DE&I in the workplace. This involves making sure the company is following all relevant policies related to issues such as discrimination, equal opportunity, and fair labor practices.
While DE&I and compliance may have some overlap, they are not the same thing. DE&I initiatives focus on creating a positive and inclusive workplace culture, while compliance focuses on making sure the company is following the law. A company can be in compliance with the law but still lack a strong DE&I culture, and vice versa.
How Can DE&I and Compliance Create Synergy Together?
Diversity, inclusion, and equity in the workplace can create synergy with compliance by working toward common goals, such as creating a fair and inclusive work environment, reducing discrimination and bias, and promoting equal opportunity.
Aligning DE&I goals can help ensure that your initiatives align with legal compliance requirements. Businesses can then ensure that they are not only creating a more inclusive culture but also protecting themselves from legal challenges. Additionally, incorporating compliance training into DE&I efforts can help all employees understand and adhere to legal compliance requirements related to issues such as discrimination and equal opportunity.
Businesses can identify areas for improvement related to DE&I initiatives and target the issues accordingly. This involves maintaining and analyzing compliance data to ensure DEI initiatives are being upheld effectively throughout the organization.
Combining DE&I and compliance efforts together can also help encourage open communication and feedback. Transparent communication will provide employees with a safe and effective space to express their concerns, feedback, or complaints related to DE&I and compliance matters.
Establishing the Perfect Combination of Compliance and DE&I
Overall, utilizing DE&I and compliance in tandem can help organizations create a fair and inclusive workplace culture that is also within the law. To begin the process of implementing effective DE&I initiatives with actionable compliance, you must thoroughly understand the following:
1. What is diversity?
Diversity is a term that refers to the variety of differences that exist among individuals and groups. It encompasses differences in race, ethnicity, gender, sexual orientation, age, socioeconomic status, physical abilities, religious beliefs, and cultural background, among many other things. Studies have shown that companies with more diverse teams adapt to change faster and are more likely to be successful in today’s globalized economy.
2. What is compliance?
Compliance is about making sure that a company is “playing by the rules” and not breaking any laws or regulations. It’s not only about avoiding penalties but also about creating a culture of ethical behavior and integrity.
3. What is equality?
Equality refers to the principle that all individuals should have equal rights, opportunities, and treatment, regardless of their background or identity. It means that everyone should have the same access to resources and privileges and should not be discriminated against based on factors such as race, gender, sexual orientation, religion, or socioeconomic status. Equality is the foundation of a fair and just society, and it is essential for ensuring that everyone has the opportunity to reach their full potential.
4. What is inclusion?
Sometimes considered the most difficult aspect of DE&I compliance, inclusion involves the entire employee experience. That is, are people not just being treated the same but thought of as the same in the workplace? Inclusion is truly the heart and mind of DE&I. In the workplace, inclusion can lead to better decision-making, increased creativity and innovation, and improved performance.
Why Is Biddle the Right Choice to Resolve Your DE&I and Compliance Questions?
If you’re an employer looking to ensure compliance with equal employment opportunity laws, improve your personnel testing processes, or develop an affirmative action plan, look no further than Biddle Consulting Group, Inc. With over 45 years of experience in the industry and a team of experts in EEO consulting, pay equity analysis, diversity metrics, litigation support, personnel testing software development, and AAP outsourcing and software, Biddle has the knowledge and expertise to help you achieve your goals.
Our team of experts has published professional articles in leading publications in the field of EEO compliance and test validation, and our partners are frequent speakers on the national/regional speaking circuit in the areas of EEO compliance, affirmative action, compensation analysis, and test development and validation.
Don’t wait until you’re facing a lawsuit to address your EEO compliance needs. Contact us today to learn more about how we can help you achieve compliance and create a more inclusive and equitable workplace.
