12 Essential DEI Topics for the Workplace
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Diversity, Equity, and Inclusion (DEI) covers a wide range of complicated yet crucial subject matter that affects workers' everyday lives. It’s easy to get overwhelmed with diversity-related information, concepts, and ideas.
To help you build a more inclusive and diverse workplace, we’ve done the work to compile essential DEI topics to include in your next inclusion training and initiatives.
DEI is a guiding principle and practice for creating a fair, just, and respectful workplace. It aims to influence work policies, attitudes, and values to empower equal opportunities for all employees. This framework helps uplift the organization by addressing biases, eliminating discrimination, and promoting representation within its ranks.
Let’s quickly define each component to have a better understanding of how they’re all interconnected.
Diversity: Refers to a group composed of people from different races, backgrounds, identities, and sexualities that work together for a common goal.
Equity: Considers the societal advantages and disadvantages of each employee, and then takes appropriate action to deliver access to opportunities.
Inclusion: Fosters a workplace where everyone feels welcomed, respected, and empowered to participate.
Conducting open and positive discussions at work about DEI can significantly improve workplace safety, morale, and ultimately, productivity. This is because talks expose your team to varying perspectives and experiences, cultivating respect between all.
It’s also worth noting that a work culture of learning, through training and open dialogues, improves the likelihood of a fair and equitable organization. When DEI issues are often talked about, your organization achieves the following:
Minimized employee discrimination
Increased worker engagement
Enhanced creativity and innovation
Improved talent acquisition and retention
Let’s get started and discuss the 12 DEI discussion topics, issues, and lessons your teams need to learn at work today.
Diversity and inclusion are often used together and are thought to be interchangeable. But they are two completely different concepts. A workplace can be diverse and not inclusive, and vice versa. Diversity answers the question “Who are we?” While inclusion aims to solve the problem of “How do we make this work?”
In very simple terms:
Diversity: the people who make up your workforce
Inclusion: the steps you take to make those people be valued at work
Originally a legal term tied to civil rights, intersectionality is the way different forms of discrimination may overlap and complicate each other. As individuals, your team members likely define themselves with multiple identities. And that’s what makes diversity. Not just different kinds of people, but people with multiple identities.
Being more in touch with your employees’ diverse experiences will make everyone feel safer at work and, therefore, more productive. Your management and teams need to understand that people’s experiences are nuanced.
A great way to apply intersectionality at work is to take cultural intelligence training or learn how to become more successful in a global or multicultural context.
Microaggressions are subtle, and often unintentional, acts of discrimination. Common examples of these are dated jokes or misinformed questions that can make marginalized people feel uncomfortable. At times, a microaggression may manifest as a change in behavior when interacting with someone who appears or dresses differently.
Microaggressions are “small” by definition, but they happen often. That’s why it’s important to learn how to spot and stop these slights in your work environment because they can lead to even greater forms of mistreatment.
The best way to learn is by citing examples from real experiences and listening to your team members. Create a culture of accountability and mutual respect for boundaries, even outside of work.
Let’s be real. Any talk about LGBTQIA+ can get confusing (even for people in the community). There are as many identities as there are people in the world. So, an important DEI topic goes back to the basics. What’s the difference between sexual orientation and gender identity/expression?
Here’s an easy way to understand the difference:
Sexual orientation is who you’re attracted to (or the absence of attraction).
Gender identity is how you know and call yourself.
Gender expression is how you show your gender identity externally.
A workplace can avoid uncomfortable questions or microaggressions if the employees understand these concepts. Even being open to understanding these concepts will go a long way.
Encourage learning about each other’s different identities and expressions to make room for better communication and collaboration.
It may seem like an obvious answer, but because of the (often violent) history of racism, this topic isn’t talked about in an upfront manner. To eliminate and prevent racism in the workplace, your workers must know what it looks like and, more importantly, where it comes from.
To start, your teams have to understand that racism isn’t just about racist people but about systems they can undo by taking concrete action. You can create DEI initiatives and training at work to bring about change. Create meaningful lessons and training backed up by statistics, history, and lived experience.
As 22.7% of those with disabilities in the US are employed, disability awareness is a critical DEI topic. To secure safety and productivity in the workplace, employees must be trained to be sensitive to the different possible impairments. Sometimes impairments are not obvious, while others manifest only in certain situations.
Awareness is the first step to recognizing and stopping discriminatory practices and behavior. If you don’t already have a training program on disability awareness, create one and collaborate with your team. If you already have one, strive to make it better. Aim for continuous improvement to make sure your company culture is as inclusive as it can be.
Diversity and inclusion topics are often more about prevention rather than cures. It’s much better to create a workplace that doesn’t tolerate an inch of discrimination. Regardless, it’s still important to know what to do when inappropriate behavior happens, even when you’re not directly involved.
Bystander intervention training includes knowing the appropriate responses and behavior when faced with a discriminatory action. The training also involves instilling a sense of collective responsibility within your company’s teams. This makes sure that every employee feels safe.
Generational diversity is a key inclusion in your DEI training topics. Generational gaps in the workplace often lead to challenges between different age groups. Issues commonly include miscommunication, differing values, and uncoordinated collaboration.
For seamless training that caters to different learning preferences, a hybrid or blended learning is still one of the best options. Many individuals may still opt for face-to-face work and training.
Unconscious bias is one of the most important contributors to discriminatory actions. Everyone has unconscious biases, and that’s because they learn different biases growing up. Images and ideas seen on TV, lessons learned from parents, and even stories taught in school all contribute to the formation of biases.
Unconscious bias training helps your team identify which biases may be accurate, inaccurate, or even harmful. This process can be challenging, as it often requires reexamining beliefs that are fundamental to their worldviews.
That is why training needs to be created with intention and with the best tools. Take a look at some tips on how to create bias training that works.
Intentional inclusion is about creating impactful action-based plans with your entire company. Every member of your team is responsible for contributing to a safe and inclusive workplace. This means that everyone’s input, regardless of their background, is highly valued and recognized.
Integrate teaching intentional inclusion alongside your DEI initiatives. Your active efforts and plans for inclusion will define your company culture. Your intentional inclusion reflects what you value as an organization.
Workplace harassment involves unwanted behavior that makes the environment feel hostile or intimidating for employees. This can include everything from bullying and inappropriate comments to physical actions.
Workers must remember that harassment can happen to anyone, no matter their background or position. It can also take a toll on a person's well-being and job performance.
Training sessions are beneficial because they raise awareness and educate everyone about the impact of their actions. Beyond training, take any reports of harassment seriously and respond appropriately. This means investigating claims thoroughly and making sure that those who speak up don’t experience retaliation.
Many people might think mental health issues only impact a few, but stress, anxiety, and depression can touch anyone at any time. Creating a supportive workplace means prioritizing mental health in practical ways. This could involve offering resources like counseling services, mental health days, or wellness programs.
Training your employees and managers to recognize signs of mental health struggles can also make a big difference in the workplace. When everyone knows how to support each other, it makes it easier for them to share their experiences without fear.
Here are some examples of DEI in the workplace that you can implement in your organization.
Employee performance is positively impacted by inclusive work policies and diverse workmates. We suggest adding equity to your company's mission and creating statements that stand for a just work environment.
Recognizing special days for different cultures shows how much your organization values its people. For example, include Muslim holidays like Ramadan, Black History Month, Deaf History Month, Pride, and many other days important to your teams. It’s also a great way to introduce different cultures, ideas, and traditions to employees.
Having seniors, managers, and executives from different backgrounds will only keep you ahead of the game. Diverse people drive innovation and bring fresh ideas. And keeping your leadership inclusive means you’ll have seniors who can advocate for more groups of people.
A learning work culture is essential to diversity. Develop effective DEI training programs grounded in experience, expertise, and research. The key is to make it approachable!
Mitti’s DEI course, created and taught by Queer Eye’s Karamo Brown, is a great training resource. It’s fun, interactive, straight-to-the-point, and comprehensively covers everything your teams need to know about the basics of diversity, equity, and inclusion at work.
Using inclusive and comfortable language demonstrates that your workplace values its employees. Additionally, it offers an opportunity to learn about the reasons behind people's speech preferences.
Language is how we understand each other’s worldviews, so it's important to make sure that your teams speak to each other at work with utmost respect and kindness. Your organization would be all the more productive that way!
Misunderstandings can compromise DEI discussions, and many employees may feel uncomfortable addressing sensitive issues. Your employees may also hesitate to engage due to fear of backlash and the lack of clear guidelines and support.
It’s challenging to learn about DEI topics and lessons. In many people’s minds, it feels like walking on eggshells, learning to say the right thing. But really, DEI is about respect, kindness, and trust.
Diverse, equitable, and inclusive workplaces will always be more productive, effective, and innovative than those that aren’t.
So, begin your organization’s journey to inclusion and start a conversation today.
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