Equity, Diversity and Inclusion Trends for 2022: ED&I is a Must
In this series, we look into the incoming ED&I trends heading for 2022; what they are, why they’re important, and how you can ensure your business is aligned with them.
Equity, Diversity, and Inclusion is a topic that has been discussed for many years when it comes to HR and people’s experiences in the workplace. We’ve seen changes and enlightenment around the term, namely, it developing from “equality” to “equity” and making inclusion part of the conversation.
Most businesses hold some ED&I practices and policies around their business activities such as “equitable gender pay” which aims at closing the gender pay gap. However, the general consensus amongst minority groups especially was that most organisation’s approach towards ED&I was one of a tick box exercise. Many felt the lack of genuity behind ED&I initiates and actions, thus fuelling frustrations amongst employees and candidates alike and driving the campaign for change.
The COVID-19 pandemic has been a haphazard push for this essential change, despite the hurdles and devastations it’s caused. The changes to worklife that the pandemic has forced businesses to face difficult and sensitive topics such as ED&I and to make positive changes. Now ED&I within organisations is no longer a nice to have or even a priority, it is a must and an obligation. The amplified political and social unrest that emerged throughout 2020 to 2021 allowed for people not only to think about their own experiences and share them but to subsequently evaluate the current HR climate and notice a trend - organisations and HR professionals are not doing enough.
Discourse centred around gender identity, race, sexism, neurodiversity, and disability/impairment have circulated and allowed employees and candidates to educate themselves on their lawful rights. Due to this, every organisation irrespective of its size, industry, or influence is now expected to have an ED&I strategy, aims, and goals as well as policies that protect all individuals of varying backgrounds in the workplace. It is also imperative for HR leaders to ensure that their talent pool is wide and diverse, including candidates who are from a wider talent pool in terms of diversity when hiring for new roles. Many organisations have set themselves targets in order to achieve this, for example, aiming for 15% of applicants to be BAME for each junior role posted.
Not only are there ED&I musts an opportunity for minorities and the historically marginalised to be seen and heard in the same way as those of privilege, but it allows organisations to be accountable for comply with the law and better the ED&I climate, It is in the interest of HR leaders and senior management to create a better workforce as embracing differences allows for creativity and innovation in employees bringing their new and fresh ideas based on unique experiences.
At Can?Did! we are experts in helping businesses find how to approach ED&I from a candid and honest place. Find out how we can help your organisation here.