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  • Jennifer Walchuck

Equity, Diversity, and Inclusion

Updated: Feb 6

Should you or shouldn't you participate in the conversation?

ED&I…Equity, Diversity, and Inclusion. We have heard of these terms before but it has only been within the last five years that the needle has started to move. Although change is happening, we still have a long way to go. Many organizations have adopted ED&I policies and practices but how well are they implemented? Do your leaders and managers incorporate ED&I into their daily leadership practice? In order for ED&I to be successful in a business, the movement must come from the top down and be integrated into all areas of the business – it becomes part of your cultural movement. Building a great ED&I program is important but it must be paired with a plan to ensure long-term success. What will ED&I do for your business? Equitable, Diverse, and Inclusive workplaces foster competitive advantages in today’s business environment. Workplaces that embrace ED&I are innovative, resilient, and when managed right, can house and nurture premium talent. Workplace cultures that embrace ED&I allow space for employees to thrive as their authentic selves. What is your Company’s perspective on ED&I? Is it a trend or is it here to stay? Should I say something…or not? Having a clear perspective or philosophy that addresses ED&I is important to clients and potential new hires. The business case for ED&I is compelling and businesses who want to be competitive should consider incorporating ED&I as a strategic priority. Operationalizing ED&I initiatives or creating an ED&I culture can be tricky but it will pay off in spades. To start, ED&I should be incorporated into all of your business’ policies and practices. When should you have a voice? Unfortunately, many of us tend to avoid the hard conversations but these conversations need to happen and the communities in which our businesses thrive are demanding we chime in on the matter. As a leader, it is important to have a voice and that your voice is aligned with the organization you support. For example, if your organization values ED&I, you should make it common practice to incorporate it into your work and lead by example. Consider leadership as a mindset and not a role. It is okay to bring up these topics and have candid conversations about them within an organization. What is the risk to your business? The main risk of failing to incorporate ED&I into your organization is the deprivation of unique and complex talent and perspectives. Talent can come from the most interesting places and it is important to cast the search net wide. The risk is the missed opportunity to be an agent of change and capitalize on the unique and diverse perspectives, skills, and experiences of others. What we know…Diversity is a fact; Inclusion is a choice. There is no one way to approach integrating Equity, Diversity & Inclusion into your workplace. It is important to recognize that ED&I is here to stay. Synergy HR Consulting specializes in creating great workplaces. Connect with us to help you engineer a culture that embraces and capitalizes on Equity, Diversity & Inclusion.

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