The 4 Levels of Workplace Inclusion
In recent years, the focus on diversity, equity & inclusion (DEI) has become increasingly popular across every sector in the world -- corporate, not-for-profit, government, education, medicine, military, and even religion.
Every single day in our news and social media, we hear about the importance, the impact, or the lack of DEI in our communities and businesses.
Studies show that more than 70% of job seekers are looking to work for acompany with a dedicated commitment to DEI.
I've given keynote presentations and workshops on DEI and bias for several years now. But I believe I've been able to make the most impact (and help move the needle on DEI) through organizational consulting.
The overall goal is to help companies create cultures that are equitable and inclusive so that every employee feels safe and can contribute fully. Sound good? Read on.
4 Levels of Workplace Inclusion
If you Google "levels of inclusion", you'll get a wide range of responses that often don't relate to each other. Some refer to levels of support, some are levels of leadership, and others show levels of emotional investment.
As a professor, I have taught "Diversity in Organizations" in business school and have been privy to the academic literature on the topic. I find that the Inclusive Workplace Model (Mor Barak) is one of the most useful.
It's an evidence-based approach to DEI practices and outcomes. There are 4 levels -- and each level includes several DEI topics of focus.
The majority of companies operate at Level I, with some activities in the other levels depending on the size of the company. It’s best (and easiest) to establish a strong foundation at Level I before moving to the other levels.
LEVEL I: An organization that is accepting & utilizing the diversity of its own workforce
LEVEL II: An organization that is active in the community with a focus on CSR/ESG initiatives
LEVEL III: An organization that participates in state & federal programs to include minority groups (women, immigrants, working poor). It works to alleviate the needs of disadvantaged groups in its wider national environment.
LEVEL IV: An organization that collaborates across cultural & national boundaries with a focus on global mutual interests and cultural sensitivity.
Through consulting with a variety of companies, here are a few things we've accomplished:
Establish DEI committees and executive sponsors
Launch the company's first ERGs
Launch the company's first mentoring programs
Incorporate DEI language in policies and corporate values
Establish DEI goals and metrics
Develop DEI communication plans internally & externally
Develop DEI engagement survey questions
Provide DEI and bias training for all employees
Provide interviewing tools for hiring managers
Call to Action
For more than 30 years, the “business case for diversity” has guided investment in companies across the globe and has been well-documented.
Specifically, the business case rationalizes the need for DEI in terms of its positive relationship to innovation, better decision-making, more favorable financial outcomes, and the ability to remain competitive and attract top talent.
Today, leaders are starting to think more broadly about DEI as a "business imperative".
I have found consulting work to be very rewarding. I get to work with bright, passionate teams who are invested in DEI and want to see their company thrive. It also challenges me because every company has different processes, structure, goals, and unique culture.
If you feel your company could benefit from these activities, or could improve in certain areas, don't hesitate to reach out. I'm happy to have a conversation about your needs and goals.
To your success,
Dr. Shawn
Want to learn more? Check out my website drshawnandrews.com or my book, The Power of Perception: Leadership, Emotional Intelligence, and the Gender Divide
