Diversity, Equity, and Inclusion

Jan 12, 2022


Diversity, equity, and inclusion are not only humanitarian issues. A plethora of proof exists pointing to the fact that workplaces that embrace these three principles are more productive and effective. During today’s episode, we discuss why this is a conversation that we can no longer ignore in society or our businesses.

Beyond defining these terms, we look at examples of how their implementation plays out financially and systemically. We go on to explore why it can be necessary to overcompensate for one group to level the playing field, and what it means to think of diversity as a benefit rather than an obligation. If you are leading a company, you can create systemic change from the inside. During today’s episode, we ask you to look at your company reflectively, and consider what you can do to include people from different backgrounds, offering guidance on how to go create a strategy, form a plan, and equip your team with the tools to implement it. It’s a hard conversation, but it’s something that has to happen. All this can be distilled into treating everyone with respect and leading with curiosity. Tune into this episode to find a starting point.

What you’ll learn about in this episode:

  • What it means for a company to be diverse, equitable, and inclusive.
  • Why this is a conversation we can no longer ignore in society or our businesses.
  • A definition for diversity: the degree to which the spectrum is represented.
  • Some of the people groups to be considered within this spectrum: ability or disability, age, ethnicity, gender, language, the LGBTQ+ movement, and military status.
  • How Small Giants define equity as the recognition of systemic barriers.
  • An example of how this works in terms of the construct of how we spend money.
  • Rethinking systems and structures to create another level of equity.
  • What it means to overcompensate for one group of people to create equity.
  • Why inclusivity is important to consider regardless of how you feel about it.
  • How whatever is repressed or oppressed in a system will get louder and louder.
  • Daelynn Moyer’s definition for inclusivity: the degree to which a culture embraces or welcomes those of differing privilege.
  • The change of perspective that leads to thinking of diversity as a benefit.
  • What an inclusive space looks and feels like for members of a community or workplace.
  • Why diversity, inclusivity, and equity are so important: it’s fundamentally a humanitarian issue.
  • The data-driven proof that more inclusive workspaces are more productive.
  • Statistics that point to the proof that inclusive workplaces are more effective.
  • How rapid change is far faster than you are experiencing.
  • Why it is important to ask what inclusivity looks like in your workplace and how you implement it.
  • How to take a reflective look at how you are doing as a company and what the next steps should be.
  • The next step of implementing DEI: developing a strategy.
  • What the final step entails: having a plan.
  • Providing tools for people to implement DEI in your company to close gaps in the system.
  • Measuring and monitoring your progress.