IT and Business Insights for SMB Solution Providers

Understanding the E in DEI: Page 2 of 2

Of the three concepts embedded in diversity, equity, and inclusion, equity may be the hardest to define and achieve. By Colleen Frye

For businesses that want to create an equitable workplace, Miles-McDonald advises collecting and examining organizational data such as wages by role, staff turnover, and leadership composition. That will help you determine where inequities exist and what the source is. “Oftentimes, some of the solutions, or what we believe to be solutions to deal with diversity, equity, and inclusion, are really just surface-level Band-Aids. They don't get to the root cause of why these inequities exist in the first place.”

Data-based insight helps an organization address pushback from employees who may not be on board with equity goals. “You want to be able to say, because of our intentionality, because we're looking at the data … we have a solution that works [and] has moved the needle for our organization,” says Miles-McDonald.

Communication with employees is key, Sizer adds. “Without the understanding that equity is not equality, they're going to misconstrue the two.”

Image: iStock

About the Author

Colleen Frye's picture

Colleen Frye is ChannelPro's managing editor.

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