Creating equitable opportunity is at the core of your DIBs strategy. Everyone has a role to play in achieving a workplace that is equitable and inclusive. This video shows you how to build fair and equitable process across your managerial activities to create powerful benefits for organizations and employees alike.
- When people talk about equity, they intermix that with equal, and it's not. Equity is about fairness, and if you're thinking about fairness, it's not just about pay. We talk a lot about fair pay. Dollar for dollar for the same job with the same output. That seems reasonable. I agree, but what if, what if 1% bias creeped in your organization and you didn't have the same opportunity that I had? What if that bias interrupted our path and so, you got the promotion and I didn't? That's not fair, that's not equitable, so how do you level the playing field at work? How do you help in those moments that matter to make better decisions in a fairer way with transparency? That's the challenge and the opportunity about creating an equitable workforce and an equitable place to work and equity of opportunity, because without that, fair pay is almost meaningless because we can be paid the same, but my opportunity was held back, and that is the shame. You want people at work to realize their full potential and have the same opportunities. And so, in those decisions that matter from hiring to promoting to coaching to providing feedback, it needs to be fair and equitable. Then, you need to start listening. Listen in those bigger moments that matter and then, listen to the nuance. Your employees will tell you where they feel things are not fair. You yourself can look at pay, you can look at benefits, you can look at the perks and the environment in which people work, and say, is this fair in approach? Do you have guiding principles that make it fair? Or is there a bias that's creeping in there? And if so, fix it. So, you ask some questions, you see some opportunities, and that becomes your roadmap. And then, you'll learn other things. What I caution everyone not to do, and I've tried this before and you can't do it this way, is attack everything at once. As an organization, you will fail because you have to keep your eye on the ball until it's healthy. So, if you're worrying about healthy pay and fairness of pay, get that right. Then, look at how you do promotions. Then, look at how you make hiring decisions, and then, look at how you give feedback. Look at how you do job postings. One by one, and over time, you'll make a healthier organization. You don't have the bandwidth, it's too much of a journey, and what you want to do is go in the right direction, and with that, you build trust. A common signal in every organization about equity of opportunity, just look at your own promotion rates. Look at the representation. Just pick gender. Gender is usually the first step most companies go for because they can measure globally. Ethnicity and race you can't for various reasons, but gender, sure. And if you look at the feeder pool from beginning of the stack of employability all the way up your food chain, look at the representation of women going up your organization. If there's disparate representation that was in the bottom to the top, one can assume there's bias. Especially if it's statistically different, then go look at that. And then, understand what is unconscious bias. Don't fear it. Lean into it, and realize that speed is your enemy in every decision. And so, if you pause, you have the right data set in front of you and ask, just ask simple questions, do you think there's bias creeping in here, you'll have better outcomes. If you ask yourself at recruiting, do I have a diverse slate, do I have enough diversity culture ad in my team with this slate? And if you ask that, you'll make better decisions, because we all want to do the right thing.
- Determine what prevents a company from being equitable.
- Explain the importance of storytelling.
- Construct how an interview process should work that would enable you to hire diverse talent.
- Describe the purpose of listening to employees.
- Determine the factors for choosing DIBs role models in a company.