What is Diversity, Equity, and Inclusion?

Diversity, equity, and inclusion are three critical components of the agenda to create a workplace that fosters a sense of belonging for all employees. Here you will find insights into diversity, equity, and inclusion in a corporate context – guiding you in how you can develop and improve your DE&I strategy.

What is diversity, equity, and inclusion?

Diversity, equity, and inclusion are three related concepts that focus on creating an environment that values and respects the uniqueness of each individual and promotes fair and equal opportunities.

Diversity refers to the presence of a variety of different demographic and identity characteristics within an organization.

Equity means ensuring that everyone within the organization has access to the same opportunities and is treated fairly.

Inclusion is about creating a work environment where all employees feel welcome, valued, and empowered to participate fully.

Equality vs. Equity: What is the difference?

Equality and equity may seem similar, but there is a difference at the core of the terms that is important to consider when working towards a more inclusive work environment.

Equality means “being equal” in terms of status, opportunities, and rights. In a corporate context, this means that organizations should adopt a one-size-fits-all approach, where every employee is treated in the same way – without individual adjustments.

Equity recognizes that individuals have different circumstances and need different resources. In a corporate context, this means that organizations have defined policies and programs that promote diversity, equity, and inclusion, and foster a work environment where all employees feel valued and included.

How to work with diversity, equity and inclusion?

Having a DE&I strategy has gone from being the hot new thing among HR departments to being an expected must-have by boards, customers, investors, candidates and employees.
Therefore, it is important that you work strategically with diversity, equity and inclusion in your organization. But how to do so?

In this webinar you get insights into:

The basics of what DE&I is and why it matters.
How data can help to set DE&I targets and priorities.
How to get started with DE&I without overcomplicating it.
What a year 1 DE&I roadmap could look like.
How IKEA is creating pride and impact, taking diversity beyond gender balance and enabling inclusive leadership.

How to measure diversity, equity and inclusion?

Measuring diversity, equity, and inclusion within an organization is essential to identify areas for improvement and track progress.

To do this, you will need to include the right KPIs that align with your DE&I strategy and end goal. These KPIs can include metrics such as overall workforce diversity, pay equity, and perception gaps in equity and inclusion.

How to use data towards a more diverse workplace?

Using data is the key to reducing bias and enhancing workplace diversity. It reveals areas where diversity needs improvement, such as gender distribution, and helps to eliminate bias in recruitment.

Data-driven recruitment and the promotion of psychological safety through constructive conflict are essential to achieving workplace diversity. A data-driven DE&I approach also fosters curiosity and diverse perspectives within the organization.

How to work with diversity, equity and inclusion?

You can start working on your DE&I strategy today and create an inclusive work environment, where all employees feel welcome and respected.

With a data-driven approach such as DE&I surveys and analysis, you can find out if there is room for improvement in any areas of your organization – and where you might excel. Armed with these data insights, you can start implementing DE&I initiatives.

If you need help along the way, we have a team of DE&I experts who specialize in different stages of the DE&I journey: From survey design and data analysis to advisory and action plans.

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