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Diversity, Equity and Inclusion in the Workplace: Federal

Authors: Sharon E. Jones, Jones Diversity Group and the XpertHR Editorial Team

Summary

  • Diversity, equity and inclusion (DEI) each have unique characteristics in the employment context. See DEI Definitions.
  • Developing a business case for DEI involves convincing senior management to see its value and how these initiatives benefit the workplace both monetarily and in terms of employee morale and retention. See Business Case for Diversity, Equity and Inclusion.
  • While the benefits of DEI are real, employers must ensure they are complying with the law in diversifying their workforce. See Legally Compliant DEI Programs.
  • DEI initiatives begin with a strategic plan based on identifying the problem the employer is trying to solve through data analysis and benchmarks. See Building a DEI Business Strategy.
  • Strategic recruiting and outreach efforts play a vital role in increasing workplace diversity. See Recruiting and Outreach.
  • Hiring diverse applicants is only one step in the DEI process. Employers must ensure they have an inclusive culture that welcomes differences. See Key Inclusion Issues.
  • Equity is achieved when all members of a diverse population of employees have equal opportunities and support to succeed and grow at work. See Equity.
  • Communicating effectively with employees is a key part of any DEI initiative. See Communications.