As with any change, implementing new policies and habits for DEI (diversity, equality and inclusion) is received differently in every organisation. And as we’re now seeing across the UK, some sectors have an easier time than others, when it comes to pioneering positive change.
In general though, there are four widespread barriers to DEI for small businesses. Below we explore the big questions on every small business owner’s mind.
Are diversity, equality and inclusion not all the same thing?
Before you start to think about implementing a DEI strategy, it helps to know the difference between the three different terms it encompasses.
Diversity is the presence of difference between everyone in your workplace. It is easy to measure and refers to gender, race, sexual orientation, socio-economic background, physical abilities and neurological differences. There may also be differences in age, education and life experiences.
Equality is about treating people the same regardless of their differences – whether that’s how much you pay them or their allowed involvement in certain processes. It is also worth noting that DEI has come to include equity, in addition to equality. Equity is about consciously identifying and removing obstacles to create a level playing field onto which equality can be applied. Treating everyone the same does not always address the initial barriers.
Inclusion is to do with how people feel they are embraced by your company. It is harder to measure than diversity and equality as it is subjective. An inclusive workplace is where staff feel valued, listened to and supported regardless of who they are. Diversity and equality can be considered the foundations upon which inclusivity is built.
A DEI strategy focusses on each of these areas to create a workplace which puts its people first. Over the years this has been proven to reap several business benefits.
Will DEI take up a lot of time in my business?
With limited time as it is, the first barrier to implementing DEI in small businesses is the perceived time commitment.
Whilst there is no magic switch for creating a truly diverse, equal and inclusive work environment, your first steps don’t need to take up masses of time. Creating open lines of discussion over the state of your workplace culture, sharing resources, and educating yourself and your team, can be done regularly in bite-sized chunks.
As the leader of your team, creating a DEI strategy will require some initial research and thought, but implementing it is a whole-team responsibility. Each and every member of staff is accountable for maintaining your culture. It’s imperative that this is communicated from the start so no one person ever feels overwhelmed with keeping people on track.
How do I approach apathy on my DEI journey?
Apathy happens when people feel no emotional response, positive or negative, towards the issue at hand.
DEI can be hard to implement when apathy rules. So, address the apathy in the room. What has disengaged people in the first place? Common causes include lack of recognition, boredom, recurring process bottlenecks, loneliness and lack of challenges.
Ironically, some apathy issues may be the result of no previous DEI strategy. As we mentioned earlier, the whole point is to create an engaged workforce who feel valued and supported. Part of this is listening to your employees and taking their input seriously. Addressing apathy may actually provide your first opportunity to foster connection, which is key to creating the workplace you’re striving for.
It’s worth noting that burnout and mental health issues can present as apathy in some cases. So check your employees are supported with your current business setup. Implementing a new strategy of any kind can be difficult if your staff are struggling.
How much does implementing DEI really cost?
Similar to the time question, the short and long answer to this is that DEI costs as much as you want it to. There are things you can do for free:
- Host and encourage discussions around DEI topics
- Share resources and guidance with employees
- Talk openly about what makes a diverse, equal and inclusive workplace culture
- Challenge microaggressions and toxic behavior
- Organise employee events which cater to a range of religious and personal needs
And initiatives that will need more budget:
- Training courses
- Mentorship programmes
- Hosting events
- Employing DEI experts
- Changing internal processes
- Writing new policies
The budget you allocate to your DEI efforts depends on your business. While some may have DEI ‘baked in’ when it comes to recruitment processes and policies, some are at the beginning of their DEI journey. Decide where you are and simply move forward from there.
What return on investment can I expect from my new DEI initiatives?
The chances are, if you’re reading this blog you understand that DEI is more than a profit or monetary return on investment (ROI) exercise. Whilst some leaders need to hear the business case to get started – and there is hard evidence to prove DEI results in increased profitability – there are several areas of ROI that are hard to quantify in numbers. These include:
- Attracting better talent
- Higher staff retention rates
- Increased productivity
- Improved staff wellbeing
- More innovative products
- Better customer connection
It’s important to acknowledge that incorporating DEI into your workplace isn’t like running a marketing campaign or a new sales strategy. Think about what you’re proud to be part of, what you want employees to be saying behind closed doors and what kind of relationships you want to build within your workforce.
What free DEI resources are available to small businesses?
Anyone with a computer can find a wealth of information online. But these are some of our favourites for you to take advantage of:
- 11 Diversity, Equity & Inclusion Resources for Small Businesses | WordStream
- Equality, diversity and inclusion | CIPD
- Inclusion and Diversity at Work survey report 2022 (cipd.co.uk)
- About Workplace Diversity, Equality, and Inclusion – Employers Network for Equality & Inclusion (enei.org.uk)
- Equality, Diversity & Inclusion Consultancy – www.purpleinfusion.com
- Microaggressions in the Workplace: How to Identify & Respond to Them | Great Place To Work®
Am I opening a ‘can of worms’ by investing in DEI?
We’re finishing with a comment uttered by many sceptics of DEI strategies. The idea that you’re opening a can of worms by addressing DEI in your organization is a very common misconception.
Ultimately, your business’ DEI journey is totally unique and driven by you, the owner. It may be that you become so educated and enthusiastic about DEI that you take some processes or policies back to the drawing board. But like any new change, you are in the driving seat. You decide how and when these changes take place.
Your business can make its DEI strategy as time-consuming and as expensive as you desire. But if opening a can of worms actually just means inspiring progress, innovation and creative solutions that otherwise would not have existed – is that really such a bad thing?