SHRM-CP Behavioral Competency 3: Diversity, Equity, and Inclusion (DE&I)

What are the three subcomptencies of the Diversity, Equity, and Inclusion (DE&I) competency?

• Creating a diverse and inclusive culture

• Ensuring equity effectiveness

• Connection DE&I to organizational performance key concepts

What is the definition of the subcompetency, creating a diverse and inclusive culture?

• Cultivates a work environment in which every person in the organization feels welcomed, respected, supported, and a sense of belonging

What is the definition of the subcompetency, ensuring equity effectiveness?

• Ensures fair treatment in access, opportunity, and advancement for all individuals in the workplace

What is the definition of the subcompetency, connecting DE&I to organizational performance key concepts?

• Demonstrates the importance of DE&I efforts to achieving organizational goals and key objectives

What is SHRM’s definition of Diversity, Equity, & Inclusion (DE&I)?

• “Diversity, Equity, & Inclusion (DE&I) is defined as the KSAOs needed to create a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, feel a sense of belonging, and use their unique backgrounds and characteristics to contribute fully to the organization’s success.”

What is diversity in DEI?

• We are valuing individuals’ unique perspectives and their diversity of thought

• Our perspectives are highly influenced by our cultural backgrounds and experiences

What is equity in DEI?

• Fairness or justice in the way people are treated

• About each of us getting what we need to survive or succeed (access to opportunity, networks, resources, and supports)based on where we are and where we want to go

What is inclusion in DEI?

• The characteristic of a workplace referring to behaviors within the organization that determine how individuals are valued, engaged, and respected

• Values the importance of being part of the group in every way

• Being welcomed not in spite of who you are but because of who you are

What are visible traits versus invisible traits?

• Visible Traits → external physical characteristics that are easily recognizable, such as ethnicity, nationality, gender, etc.

• Invisible Traits → attributes that are not readily seen, such as diversity of thought or perspective, life experience, values, etc.

How many disabilities are estimated to be invisible?

• 70-75%

What’s the difference between inclusion and diversity?

• Diversity → I get invited to the party

• Inclusion → I am sincerely welcomed in, offered a beverage, and asked to dance

What are some examples of differences in diversity in different countries?

• Austraila → employers with 100+ employees need to report gender equity plans and submit reports on the participation of women in their workforce

• Canada → employers need to provide equal pay for work of equal or comparable value

• Germany → they have quotas for employers to hire severaly disabled people. 60+ employees, and 5% of your employees compose of severly disabled employees

What are some benefits of active diversity policies?

• Strengthened cultural values within the organization

• Enhanced corporate reputation

• Helped attract and retain exceptionally talented people

• Improved motivation and efficiency of existing staff

• Improved innovation and creativity among employees

• Enhanced service levels and customer satisfaction

• Helped overcome labor shortages

• Reduced labor turnover

• Resulted in lower absenteeism rates

What are some of the costs of diversity programs?

• Costs of legal compliance → recordkeeping systems, staff training, policy communication

• Cash costs of diversity → staff education and training, facilities and diversity support staff, monitoring and reporting processes

• Opportunity costs of diversity → loss of benefits because a scarce resource cannot be used in other productive activities

• Business risks of diversity → slower decision-making and plans taking longer than planned to implement or failing completely (execution risk)

What is the Four Layers Model of Diversity?

• Personality

• Internal Dimensions

• External Dimensions

• Organizational Dimensions

What is “personality” as a layer of the Four Layers Model of Diversity?

• Includes an individual’s preferences, perceptions, learning styles, behavioral predispositions, and beliefs

• Shaped early in life and is both influenced by and influences the other three layers throughout one’s lifetime and career choices

What is “internal dimensions” as a layer of the Four Layers Model of Diversity?

• Includes aspects of diversity over which we have no control (with some exceptions, and physical ability can change over time with some of our choices)

• The layer in which many divisions between and among people exist

• Includes the first things we see in other people, such as race, gender, age, etc.

What is “external dimensions” as a layer of the Four Layers Model of Diversity?

• Includes aspects of our lives that we have some control over, which might change over time, and which usually form the basis for decisions on careers and work styles

• Often determines with whome we develop friendships and what we do for work

• Tells us much about whom we like to be with and decisions we make in hiring and promotions at work

What is “organizational dimensions” as a layer of the Four Layers Model of Diversity?

• Concerns the aspects of culture found in a work setting

• Issues of preferential treatment and opportunities for development or promotion are impacted by the aspects of this layer

What are the three reasons organizations need a strategy to be used in creating and implementing a DEI program?

1. Priority → without a strategy, DEI efforts always take a backseat to other, more immediately urgent matters

2. Complexity → DEI programs are not simple, as they require organization-wide strategies to be successful

3. Resistance → DEI programs require organizational change, regardless of the organization, and change is hard!

What is the business case for DEI according to the Conference Board in 2008 (which still holds true today)?

• Business acumen and external market knowledge → the foundation of understanding how a DEI program can support business needs

• Holistic business knowledge → understand the impact of the financial, economic, and market drivers on the bottom-line results

• DEI ROI → the fiscal impact of the DEI program

What’s a quick way to determine how you are doing with your DEI program?

• Conduct an employee survey

What are diversity councils?

• Groups of employees who discuss issues of diversity, equity, and inclusion

• Duties can vary widely → being an advisory-only group to a group having some or total responsibility for implementing or overseeing program elements

What are Employee Resource Groups (ERGs)?

• Also known as employee affinity groups

• Groups of similar employees coming together voluntarily to express opinions and requests for consideration that apply to their group

What are some benefits to creating strategic alliances with community groups that support expanding or reinforcing outreach efforts for particular groups of people?

• Will contribute to the authenticity of your DEI program

• Can be sources for your open job placement opportunities

When are DEI programs most effective?

• When they evolve from standalone programs to instead fully integrated practices in the way you conduct your HR functions and responsibilities

WHy are vendor and supplier relations important to DEI programs?

• Organizations want to spend their dollars with other business that share their same values and commitment to DEI

What do many DEI training programs include?

• Not just sensitivity training!

• Involves the communication of key organizational values

• Can help raise the skill elvels of supervisors to more effectively deal with DEI issues

How do you calculate diversity, equity, and inclusion in the organization?

• Diversity → look at demographics of employee composition

• Equity → compare salaries using compa-ratios and promotions

• Inclusion → employee surveys (more difficult to measure)