| | OCTOBER 2024MANAGEHRMAGAZINE.COM9not value or support DEI. The employment forms they were given to fill out only had two options under gender: male and female. As non-binary, they don't identify as either of the options provided and feel disappointed that they were forced to conform to society's gender norms. More importantly, they felt like they had to hide who they were as people for fear of how others would react or treat them. A few months later, they landed a 2nd part-time job at another big-name retail chain and were excited to see on the employee forms that they had the ability to identify themselves as they truly were, and the company provided name tags that included a spot for pronouns! For the first time, they felt like it was safe to be themselves at work and that the company valued and supported them. That feeling didn't last long as, not long after, they started to receive comments and questions about their name tag and physical appearance ­ not from their employer or co-workers, but from the store's customers. Sometimes, it's someone who is respectful but curious; other times, they are downright rude, dismissive, and intolerant ­ some even refuse to be helped by them. On the surface, the organization seemed to embrace DEI in the workplace, but they have done little to try to protect their employees from being exposed to intolerance and abuse by their customers. It wasn't long before they stopped wearing their name tag ­ hoping to avoid uncomfortable customer interactions. When it was brought to management's attention what they had been experiencing in the workplace, management's response was to advise them to change their name tag and their outward appearance if they wanted to avoid the unpleasant interactions; in other words ­ pretend to be something you're not in order to be accepted. Clearly, this organization is sending mixed messages about valuing diversity, equity and inclusion.Whether your organization already embraces DEI in the workplace or not, it's recommended to analyze to see what's working and what isn't, assess existing DEI initiatives to gauge their effectiveness and identify areas for improvement. Ask yourself:· Does your organization have a policy regarding DEI in the workplace?· Do your recruitment and hiring policies and procedures support DEI?o Are candidates able to properly identify their gender?o Is the language in the hiring and onboarding documents gender-neutral?· Does the organization provide DEI, Workplace Harassment, and/or sensitivity training to employees on a routine basis?· Does the organization recognize and/or support religious holidays or festivals for employees from other cultural or religious backgrounds?· Does the organization include images depicting diversity and inclusion in their print and digital marketing and on their internal and external websites?· For businesses that deal with the public ­ is there a statement or policy prominently displayed in the workplace supporting DEI with a statement about unacceptable behavior from its patrons?· Does the management team, i.e., executives, managers, and supervisors, actively support and promote a culture of DEI on a daily basis?· Is your workplace designed to be accessible to those with disabilities?· Is there a policy regarding accommodations in the workplace?· Has your organization designated a Leader or established a committee that deals with improving DEI culture?By answering these questions, you will better understand the DEI culture in your organization and how it could be improved. As a parent, I want my children to have positive work experiences where they feel seen and valued for their diverse skills and experiences. A place where they are heard and their feelings and opinions are considered, where they feel safe and supported and are free from judgment and intolerance. As an HR professional, I want to ensure that I am promoting and supporting DEI in my own workplace, improving my recruitment strategies to ensure I am attracting candidates from all walks of life, providing training to staff that promotes understanding, tolerance and sensitivity, encourage new ideas and initiatives to be shared and supported, keep challenging the status quo and continue to push for the advancement of a culture that thrives on diversity, equity and inclusion for all. As a human resources professional, I understand the benefits of DEI and how it can improve the workplace
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