Equity is the process of ensuring that


policies and programs are impartial, fair, and provide equal possible outcomes for ev- ery individual and partner of the company. Equal treatment does not always produce an equitable result. Therefore, we create equity by strategically ensuring equitable access to opportunities, services, and a great workplace. While we believe we treat all people equi-


tably, regardless of good intentions, it’s not uncommon for many to have unconscious bias, regardless of race, gender, or sexual orientation. Unconscious biases are the underlying


attitudes and stereotypes we attribute to a group of people that may affect how we understand and engage with that group of people without even knowing. Hence why, when we review data for outcomes by race, class, and gender, we still see such signifi- cant gaps; unconscious bias and historical discrimination create inequitable outcomes that can only be combated with intentional plans and strategies around DEI. Every employee has a different set of


experiences and inherent traits that makes up who they are. And our job as employers is to ensure this does not create different outcomes or lead to a feeling of exclusion


based on those experiences or inherent traits (such as race, class, and gender). Diversity is not just about what we look like; it also is about who we are internally.


Q. What are critical elements of a DEI strategy, and what barriers might you anticipate? MACKEY: I would argue a great place to start is by reviewing your mission statement and your organization’s core values to see where DEI falls on your organization’s list of prior- ities, and if it has a place at all. It takes a lot to implement company-wide strategies and initiatives that address and prevent biases, promote inclusivity, allow room for recog- nition, respect, and appreciation. So if the organization is not making it a priority, that is the place you need to start. DEI initiatives without a trained practi-


tioner often run the risk of tapering out and being widely unproductively. But this risk is mitigated when DEI becomes a part of the organization's mission and values.


Q. What is the difference between having a diverse workforce and having a DEI strategy? MACKEY: Employees with different identities


must feel included. Unfortunately, inclusion doesn’t naturally result from diversity. You can have a diverse and talented team, but that doesn't mean that everyone feels welcome or valued, resulting in reduced retention, engagement, and job satisfaction. It is essential to understand the difference


between inherent and abstract diversity, and how simply having different people in your organization does not matter if their out- comes differ based on their identity. Inherent diversity is race, class, gender, or disability, while acquired diversity is experi- ences such as training, schools of thought, language, political identities, etc. While an organization can have both, this does not mean they are inclusive or equitable as an employer. If an organization can say they have a


diverse workforce, the next step is to have their own DEI practitioner or consultant review metrics such as time to promotion, pay gaps, individual department diversity, and leadership diversity regarding inherent diversity to ensure they have equitable out- comes. Then they can say they have a good DEI strategy.


GETTING STARTED WITH YOUR PROGRAM


Beginning a DEI program is possible even with small- business-size resources. Vi Senior Living’s DEI specialist Akerah Mackey has some recommendations:


I always suggest getting someone outside of the organization who specializes in this work to do an assessment and create a recommendation for your organization.


And this does not need to be expensive; for those looking for an affordable consultant, I suggest they visit Experts for Social Impact at leadership.diversity.social. This website offers users the ability to search for either individual consultants or members of smaller firms. These professionals are often more affordable and more accessible for smaller businesses.


The alternative is to do a DEI assessment internally by assembling a group of stakeholders from within your organization.


The team should be a mix of entry and senior-level employees with different views and perspectives on the organization with inherent and abstract diversity.


The team can utilize these free assessments to get started on their DEI journey:


• Understanding Meyers DEI Spectrum tool: Article on Meyer Memorial Trust website (mnt.org)


• Downloadable DEI self-assessment survey, from the D5 organization (d5coalition.org)


• Racial Equity Impact Assessment Toolkit, from Race Forward: The Center for Racial Justice Innovation (raceforward.org)


This will allow those organizations to get started, but they still will need to hire a DEI practitioner in the future, either as an employee or as a consultant.


JANUARY/FEBRUARY 2022 ARGENTUM.ORG 33


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44