The ABC’s of EDI
Here at Simply Equality we know that understanding and embedding the concepts of equality, diversity, and inclusion (EDI) is far from easy but we’re all about making things simple. We often get asked what the most important aspects of creating a workplace where everyone is able to be their best self and truly thrive. So here are our ABC’s of inclusion!
Attitude
Attitude is the foundation of EDI. It encompasses our beliefs, perceptions, and mindset towards others. A positive attitude towards EDI means recognising and valuing the differences that each individual brings to the table. It involves:
- Open-mindedness: Being willing to listen to and understand perspectives different from our own.
For Example: In a team meeting Dave, who is a cisgender, upper middle class white man, listens to and considers Devi’s differing viewpoint on a project which is informed by her experience as a working class trans woman of colour.
- Empathy: Putting ourselves in others’ shoes to appreciate their experiences and challenges.
For Example: Amy manages Rory who is neurodivergent and deaf. Prior to Rory starting, Amy looked up common reasonable adjustments and thought of things that had also helped her, she then met with Rory and offered suggestions whilst also discussing what Rory felt would help him thrive in the workplace. Amy made sure that sign interpreters were present at all meetings, and reminded people to talk to Rory rather than the interpreter.
- Respect: Acknowledging the inherent worth of every person, regardless of their background or identity.
For Example: At the start of every meeting, all members of staff provide a visual description of themselves, and use inclusive language such as, “good morning everyone.”
With the right attitude, we can create an environment where everyone feels valued, welcomed and respected, paving the way for meaningful interactions and collaborations.
Behaviour
Behaviour is the manifestation of our attitudes in our actions and interactions. How we think about a person or group of people, be it positively or negatively, influences how we behave towards them or those like them. Behaviour is how we turn the theory of EDI into practice. Behaviours that foster environments in which we can all thrive are:
- Inclusivity: Actively including diverse voices in conversations, decision-making processes, and activities.
- For example: At a team away day, the leadership team ensure that the venue is accessible and has a range of transport options to get there. The food caters to differing dietary requirements (gluten-free, vegan, vegetarian, halal etc.) and they send out an agenda so that everyone understands what to expect from the day .
- Allyship: Standing up for and supporting individuals from marginalized groups, even when it is uncomfortable or inconvenient.
- For Example: Alex overhears a comment in the lunch room from a senior leader who uses an outdated term for trans people that many consider offensive. As a new employee he is nervous, but he joins the conversation and asks if the person understands the implications of the word they just used. Using this as a starting point, Alex has a constructive conversation about the impact of language and is clear that using problematic language has real consequences and has no place in the work environment.
- Accountability: Taking responsibility for our actions and their impact on others, and being willing to learn and grow from our mistakes.
For example: Susan is approached by Anjali after a team meeting. Anjali uses she/her pronouns, but Susan used he/him when talking about Anjali. Susan apologises and thanks Anjali for pointing this out. At the next meeting, Susan uses the correct pronouns and even corrects others when they get it wrong.
By embodying these behaviours, we create a more inclusive and equitable environment where everyone has the opportunity to succeed.
Culture
Culture is the collective expression of attitudes and behaviours within a community or organisation. If how we think determines how we behave towards others, then how we behave shapes the culture of a community or organisation. Culture shapes our environments and the right culture is vital to successful EDI. A culture that promotes EDI is characterised by:
- Diversity: Celebrating and embracing a wide range of backgrounds, experiences, and perspectives.
- For Example: Five years ago the XYZ company identified that its senior leadership team were very similar. It was almost exclusively male, above a certain age, from a certain socio-economic background and with similar cultural contexts. In exploring the reason for this, they identified several barriers that were keeping others from progressing within the company. Today they have multiple genders, ethnicities and socio-economic backgrounds represented at senior leadership, as well as differing ages.
- Equality and Equity: Ensuring that everyone has access to the same opportunities and resources, and addressing systemic barriers that may exist.
- For Example: During recruitment, all candidates are sent out copies of the interview questions in advance and told who their interview panel will be. Xiran is neurodivergent and requires additional processing time between answering questions which the panel give them. Javier is also neurodivergent, but needs extra time for tasks rather than interview questions. The panel makes this adjustment for him.
- Inclusion: Creating a sense of belonging for all individuals, where they feel valued and empowered to contribute.
For Example: The WASD company has well resourced and supported Employee Resource Groups (ERGs) and when the company is bringing in new policies, it seeks feedback from each of the ERGs to ensure that the policies are as inclusive as possible and reflect the needs of their diverse staff.
Creating environments in which everyone can thrive, requires ongoing effort and commitment from everyone in an organisation. Whether you are a new starter, a senior leader or cleaner, we all have a role to play in fostering a culture of EDI. It involves challenging non-inclusive attitudes, changing existing norms and practices, and continuously working to cultivate a more accessible and inclusive culture.
If you’d like to take the next step on your EDI journey then why not get in touch to see how we might be able to help – be it by delivering one of our workshops, individual or group coaching or providing bespoke consultancy.