Is Diversity, Equity, & Inclusion Getting the Attention It Deserves?

Harmony, cohesive culture, employee-centric, equal opportunity to all, and taken care is all the organizations claim to have ticked but are those boxes ticked based on your understanding of the trend? In my opinion, it all turns yellow when it comes to all of this as buzzwords and not commitments. Today we are going to discuss the most relevant topic via organizational culture. Diversity, Equity and Inclusion, (DE&I), but are we addressing the core issues or just trying to implement the surface-level changes? Moving forward I’d like to help organizations understand the importance of DE&I, and offer some actionable insights from

What would be better if we start asking the right questions to ourselves? Are you justifying the reason and action to DE&I and set up an example for the industry, by just asking the below questions:

• Do DE&I programs, sessions, and events feel forceful?
• Are opportunities provided what employees want?
• Are DE&I efforts inclusive of all teams, or do they feel segregated?
• Are voices truly heard, or is feedback overlooked?
• Is there an SME or expert to guide DE&I strategies?
• Is there a clear follow-up on misconduct or biases related to DE&I?
• Is inclusion meaningful or merely symbolic?

Do DE&I programs, sessions, and events feel forceful?

Often, employees feel pressured to participate in DE&I programs rather than being genuinely engaged. This leads to a sense that these programs are more of a checkbox exercise than meaningful inclusion.

Youphoria’s Approach:

Instead of forcing participation, we encourage voluntary involvement. People should feel that they are participating out of genuine interest.

Tip: Create opt-in programs where employees can choose from a variety of formats, like informal roundtables, anonymous surveys, or cross-departmental discussions. Employees are more likely to engage if they have ownership over how they contribute.

Are opportunities provided what employees actually want?

Equity means ensuring that everyone has a fair shot at growing, but are the opportunities organizations provide the ones employees truly desire?

Youphoria’s Approach:

We ensure that employees are consulted on the types of opportunities that will help them grow.

Tip: Conduct pulse surveys or individual feedback sessions to identify what opportunities (promotions, leadership roles, and training) employees are actually interested in. This helps align your offerings with their aspirations, a manner in which the program is to be run, rather than assuming a one-size-fits-all solution.

Are DE&I efforts inclusive of all teams, or do they feel segregated?

Many programs unintentionally segment participants by focusing only on certain demographics or groups, which can reinforce silos. Instead, create a benefit scheme or rewards that will help achieve something different even though it’s not their core setting.

Youphoria’s Approach:

We emphasize that inclusion is about everyone, not just specific minority groups. True inclusivity fosters collaboration across all teams.

Tip: Design DE&I initiatives that involve cross-functional teams, ensuring diverse viewpoints and experiences from all parts of the organization are represented. This will help break down silos and encourage collaborative learning.

Are voices truly heard, or is feedback overlooked?

Many organizations hold town halls or discussion forums, but how often is real action taken based on that feedback? Employees may become disengaged if they feel their input doesn’t translate into actual change.

Youphoria’s Approach:

We ensure that feedback loops are in place, so employees know their voices are not only heard but also acted upon.

Tip: Implement a transparent reporting system where suggestions are reviewed and followed up on. Employees should be informed of how their input has contributed to policy or practice changes. For anonymous suggestions, you can create a feedback loop with traditional coding systems like color, labels, shapes etc.

Is there an SME or expert to guide DI&E strategies?

Organizations often initiate DE&I programs without an expert in place, leading to programs that lack substance and direction. Sometimes the inputs, manners programs that need to be conducted look evasive to the senior members, heads instead you can appoint and experts who avoid judgment or fresh set of minds are always fruitful.

Youphoria’s Approach:

We leverage subject matter experts (SMEs) in diversity and inclusion to ensure that our initiatives are strategically sound and culturally relevant.

Tip: Engage an external DE&I consultant or appoint an internal DE&I champion to drive these initiatives with authority and expertise. Ensure this individual or team is responsible for both the execution and evolution of your strategy.

Is there a clear follow-up on misconduct or biases related to DE&I?

Failing to follow up on misconduct or unconscious biases can erode trust in DE&I programs. If there are no corrective actions, employees may feel these initiatives are ineffective. The feeling of being stranded in the cold is never a good sign when you trying to establish trust.

Youphoria’s Approach:

We integrate clear protocols for addressing misconduct related to diversity, equity, and inclusion.

Tip: Set up a system where every DE&I-related misconduct is formally reviewed. Implement clear policies and provide training to ensure all employees are aware of acceptable behaviors and the consequences of violating them.

Is inclusion meaningful or merely symbolic?

Many organizations talk about inclusion but fail to make it a deliberate part of their culture. Employees must feel their contributions are valued, and their differences welcomed.

Youphoria’s Approach:

We actively create spaces where employees can voice their concerns and feel respected for their individuality.

Tip: Organize inclusive events that encourage open communication and cross-functional collaboration. Use these spaces not just for celebration, but for fostering meaningful dialogue on inclusion.

Corrective Actions for DE&I from Youphoria Outbound:

To truly address the gaps in DI&E efforts, we believe in the following 15-20 corrective actions:

• Fresh Strategy Inclusion: Rework DE&I strategies to address today’s diverse workforce.
• Promote Respect: Reinforce respect as a core organizational value.
• Open Communication: Establish transparent and open lines of communication around DE&I.
• Voluntary Involvement: Encourage, don’t force, employee participation.
• Team Dynamics: Use data-driven insights to foster better team dynamics.
• Periodic Inclusive Events: Host regular events that invite participation from all teams.
• Cross-Functional Collaboration: Encourage collaboration across departments to break down silos.
• Address Misconduct: Implement clear policies for addressing DE&I-related misconduct.
• Subject Matter Experts: Consult with DE&I experts to keep strategies up-to-date.
• Anonymous Feedback: Use anonymous surveys to gather unfiltered feedback.
• Policy Updates: Continuously evaluate and revise organizational policies related to DE&I.
• Training Programs: Implement regular training to address unconscious biases and ensure equity.
• Generational Mix: Focus on inclusivity across generational lines.
• Equitable Opportunities: Ensure that opportunities for growth match the aspirations of employees.
• Recognition: Recognize contributions related to promoting DE&I.
• Breaking Stereotypes: Actively work to break stereotypes within the workplace.
• Action-Oriented Feedback: Create a process for turning feedback into actionable steps.
• Diverse Leadership: Ensure that diversity is reflected at all levels, including leadership.
• Safe Spaces for Dialogue: Create safe environments where employees can speak freely about DE&I issues.
• Cultural Sensitivity: Promote cultural sensitivity and understanding throughout the organization.

The time for surface-level DE&I programs is over. At Youphoria Outbound, we believe in making DE&I a living, breathing part of corporate culture. Our strategies are about empowering individuals and building teams that thrive on respect, inclusion, and equity.