As the digital trust landscape becomes increasingly complex, organizations are realizing the value of diverse teams in order to stay ahead. A diverse team boosts innovation, problem-solving abilities, productivity and the overall bottom line of the business. Today, many organizations have dedicated Diversity, Equity and Inclusion (DE&I) policies and hiring practices. This is extending their workforce to include underrepresented groups across gender, culture, race, age, ability and neurodiversity.
However, DE&I goes beyond ticking the boxes and mere representation of minority groups on paper. It requires empowerment, the ability to influence change, equal prospects and a sense of belonging. Without these core elements, organizations would miss out on the extraordinary benefits that come from a varied workforce.
Using our analogy, a diverse workplace without stronger and more diverse output is like a sporting team that benches the same players each week, missing out on new techniques, a variety of skills and fresh energy. Similarly, a diverse workplace without strong and diverse output fails to maximize its true potential.
In technology-focused fields such as cybersecurity, there is an additional challenge that often links diversity to gender representation, and while this is unquestionably critical, diversity encompasses a broader range of under-represented groups.
Diversity. Equity. Inclusion: Three Very Different Functions
When DE&I is separated into three distinct words, the differences in meaning are glaring, yet many companies continue to group DE&I into the same basket. This limits the powerful impact that is created when the three work independently toward a common goal of producing innovative, productive and thriving workplaces.
Ultimately, each word can be defined as follows:
Diversity encompasses what the workforce looks like and the presence of differences such as ethnicity, age, neurodiversity, physical abilities, gender, and religious and cultural beliefs, to name some examples.
Equity considers that not every employee enters the organization at the same level and is the process of ensuring impartiality and fairness so that everybody has the same opportunities and rights to grow and prosper.
Inclusion means that each employee, regardless of their differences, feels a sense of belonging and that their opinions and voice are heard, acknowledged and valued.
When each of these individual functions are given the space and opportunity to produce what they stand for, the combined result is a true DE&I workplace environment, which could look a little like this:
“Our organization is a place that values differences. We know a variety of perspectives are only possible if our teams are of different genders, cultures, ages, ethnicities, abilities and life experiences. Without this, our company-wide thinking is stagnant. We are a place where every single employee can come to work focused on what they will contribute that day, not focused on how to ‘blend in’ or mask their authenticity. And each employee will be given the opportunity to grow that is individualized to them.”
If this were a workplace advertisement, the applications would be flooding in!
How Do We Create a DE&I Nirvana?
Creating sustainable change is no easy feat and requires a shift in organizational priorities and processes, along with a shift in personal attitudes and behaviors. At an organizational level, both diversity and equity can be addressed through recruitment processes, but inclusivity is the most challenging and up to the company as a whole, including all employees.
One of the ways to encourage employees to adopt inclusive behavior is through the power of education. When people understand why change is important, they are often more inclined to respond. The word “inclusive” is not a new concept—however, sometimes it is referred to with little substance. Workplaces say they are inclusive because they have a diverse representation of employees, but when you ask the minority groups in that organization if they feel heard, the answer is often conflicting. Rather than playing the game, they feel as though they are mascots or warming the bench.
When employees realize inclusion means making sure minority groups feel like they belong, it allows them to assess and challenge their own personal bias, which may be preventing them from fully embracing all perspectives. This level of self-awareness opens the door to hearing diverse perspectives and different points of view, widening their own personal sphere of influence and ability to create positive change. Coupled with an organizational shift that embraces each function of DE&I, along with senior leaders demonstrably practicing inclusion, true DE&I can be realized— where every player is in the game.
Creating a diverse and inclusive workplace is not just about ticking boxes or having policies in place. It requires a cultural shift to ensure every employee feels valued, empowered and heard. When organizations embrace diversity, equity and inclusion as separate functions and actively work toward building a truly inclusive environment, they unlock the full potential of their diverse workforce. By challenging personal biases and fostering a sense of belonging, organizations can drive innovation, productivity and success. Everyone deserves the opportunity to contribute their best, ensuring that all players are truly in the game.
Editor’s note: ISACA’s One In Tech foundation is working to build a diverse and inclusive global community of cybersecurity and IT audit professionals. Find out more about One In Tech here.