The Why of DEI: Navigating and Delivering on a Sense of Belonging at Work

Marvin Mendoza, Global Head of Diversity, Equity, & Inclusion (CDO) and HR Effectiveness Leader, PPG

DEI, what is it? Many people struggle to know exactly what it is or means, and how companies can best deliver on the most inclusive experience for all employees.

In addition to the “what,” we must look at the “why.”

One thing we do know is that it matters to our people: according to a May 2023 report from the Pew Research Center, a majority of workers feel that focusing on increasing DEI at work is a good thing.

A workplace that is diverse, equitable and inclusive values different perspectives and new ideas, creating an environment that helps the organization cultivate, retain and respect all employees. When employees feel a sense of belonging, we see strong outcomes across the board.

Many studies have shown that diverse teams perform better – companies that are diverse, equitable and inclusive are better positioned to win top talent and be responsive to the varying needs of different customers and stakeholders. Global leadership consulting firm DDI, in its DEI Inclusion Report 2023, noted that companies with greater gender and racial/ethnic diversity tend to outperform their peers financially. The same report found that those embracing more inclusive practices are seeing more strength in their bench.

While diversity has generally been a topic of discussion for decades, the current age of transparency (today there’s even a way for candidates to filter job opportunities on LinkedIn by which companies share their values) with employees, customers and investors is calling for action with measurable impact.

“Many studies have shown that diverse teams perform better – companies that are diverse, equitable and inclusive are better positioned to win top talent and be responsive to the varying needs of different customers and stakeholders.”

Here are three tips to develop a DEI strategy that is woven into company culture, not just a one-off initiative:

1. Start with data: The first step should focus on gathering data, informed by benchmarks from reliable sources such as the U.S. Bureau of Labor Statistics. This will help you identify gaps in your own organization and better identify the critical few DEI levers to pull that have been proven to close those gaps. It will guide the rest of your strategy to ensure your efforts are making the maximum impact.

2. Listen to employee experiences: DEI surveys are useful for establishing a baseline of employee sentiment, but focus groups centered around various DEI issues and actions create a space for the sharing of ideas and consensus-building that individual surveys do not.

3. Share progress updates: Be open with employees about demographic statistics and goals for the future. Provide progress reports often, and don’t be afraid to not hit all the marks. It’s more important to show genuine effort to achieve goals than to force things for the sake of checking a box.

After you have built a DEI strategy tailored to your organization, it is time to explore what ongoing tactics will drive engagement and make a difference in your employees’ lives. Gathering feedback as you go is essential, and the right approach will be dependent on many factors, including the content type and delivery method. The following initiatives are an excellent first step into incorporating DEI into your organization’s culture:

1. Share your “why” for DEI: Don’t presume employees agree or disagree with DEI practices, but make sure they are clear on what the company values as well as the potential benefits DEI offers. Employees are more likely to support DEI efforts if they understand the “why” behind it. To help bring the concepts to life, consider sharing data and success stories that capture hearts and minds.

2. Provide safe spaces for candid conversations: Consider hosting listening sessions with employees. Show it’s okay to be vulnerable and come from a place of being human and try to get comfortable with talking about uncomfortable topics. Activation toolkits with prompts to foster dialogue can give people a place to start if they want to discuss an issue with a colleague or supervisor. Leaders can model the act of welcoming differing viewpoints and what active understanding looks like during public forums and meetings. Employee Resource Groups can also serve as safe spaces.

3. Include age in DEI efforts: With five generations now in the workforce, understanding and leveraging generational diversity will be critical. In a 2020 survey, AARP found that 83% of global executives recognized a multigenerational workforce is key to business growth, yet 53% do not include age in DEI policies. According to the Society for Human Resource Management (SHRM), these colleagues have significantly different values, experiences, expectations, and needs. Age is a critical dimension to consider in your DEI strategy.

4. Talk about pronouns: Like people’s names, pronouns are a big part of identity and carry a lot of meaning. While the conversation around pronouns continues to evolve, employees may feel confused, underinformed or even frustrated by this topic. Taking steps to use correct pronouns is a small but hugely impactful way to show colleagues they are accepted in a way that is consistent and true to who they are. For example, at PPG, employees are encouraged to include their pronouns in their email signatures. They’re also encouraged to begin every meeting with quick introductions to share pronouns. It’s important for leadership to not only talk about why pronouns are important, but also to use them consistently to signal to employees what is expected.

Increasing diverse representation of talent and leadership, and creating a safe, inclusive space for all employees to thrive continues to be a challenge across industries. Progress can feel painfully slow. Yet, it’s not impossible to make incremental movement toward a greater sense of belonging. What is important is that companies embrace the journey, taking effective action — if even in small steps — to improve workplace culture and create a space where employees feel wanted, valued and respected. While the roadmap may constantly change, the end game remains the same, and companies who find their way will find success.