Leading with Diversity, Equity, and Inclusion: A New Paradigm for Organizational Success

Diversity, Equity, and Inclusion (DEI): Organizations are increasingly focused on fostering diverse and inclusive workplaces, addressing systemic biases, and ensuring equity in hiring, promotion, and compensation practices. HR plays a critical role in creating and implementing DEI strategies.

diversity, equity, and inclusion

This term refers to the differences that exist in society, including ethnicity, race, gender, and skin color. DEI is currently a matter of concern that must be addressed appropriately. Certain groups that were previously excluded in the workplace are now changing and have gained equal opportunities. They are finally valued and respected because of this strategy.

A workplace that implements this strategy increases productivity in the workplace because each individual feels safe and comfortable to give ideas and share unique perceptions. There is no more feeling superior or inferior because the differences are not considered a problem anymore. You will always have the freedom to express your opinions and ideas for the organization.

Understanding The Diversity, Equity, and Inclusion

Diversity, equity, and inclusion are important concepts in the workplace. Diversity

is the difference in backgrounds, perspectives, and experiences that differ from one employee to another. Then, the organization or company will create a work environment where they can feel accepted and respected as a way of appreciating their true diversity.

Equality means making each person as equal as possible without regard to their identity or different backgrounds. Through equality, organizations will create a work environment where everyone feels they have a fair chance, have equal justice, and eliminate discrimination against certain groups.

Inclusion refers to the act of including someone or something into a group or system. HR in organizations is responsible for not excluding different groups, and providing equal opportunities with other groups.

About The DEI Strategies

An organization implements DEI strategies for specific purposes and as a way of valuing diversity in the work environment. The strategy is also adjusted to the needs of the organization, some of the actions included are training and development, community outreach, recruitment, and more.

Organizations that adopt the strategy of diversity, equity, and inclusion build a more positive and productive workplace. Employees feel valued and appreciated when their differences are respected. Increased innovation and imaginative thinking may result from this. Inclusion also helps to build a strong team spirit and a sense of community.

DEI Strategy In Recruiting

There are some key strategies that can help organizations create an inclusive and equitable recruiting process. As it is known that recruiting is the earliest step for the sustainability of the organization, this process needs to be considered well.

1. Establish clear DEI goals and objectives

Before you can begin to implement any DEI strategies in recruiting, you first need to establish clear goals and objectives. That means you need to know what diversity and inclusion you want to achieve, how you want to approach the recruitment process, and how you can convince candidates that your company can provide a comfortable and safe place to work.

2. Recruiter team must be aware of DEI strategy

As the person who is in charge of finding, developing, and even firing employees, HR must first know the DEI strategy. As the frontline they must be able to assess everything that can potentially cause discrimination later, therefore HR must first know this strategy before conducting recruitment.

3. Develop a diverse and inclusive candidate pool

Actively reaching out to candidates with differences who are often excluded in the workplace is an effective way to achieve a fair recruitment process. There are some groups that are usually avoided by employers, but they actually have potential and skills.

4. Use inclusive language and messaging

In order to attract a diverse range of candidates, it’s important to use inclusive language and messaging in your recruitment materials. This means avoiding stereotypes and using language that is welcoming and inclusive of everyone.

5. Evaluate your recruitment process regularly

It’s important to evaluate your recruitment process regularly to ensure that it is effective and inclusive. The thing that HR should pay attention to in this phase is whether all candidates reached have been given equal opportunities or whether there are other things that need to be improved to make the recruiting process more inclusive for everyone.

Reasons Why DEI Strategy Should Be Applied In Organization

Every organization will have different reasons for wanting to implement DEI strategies. However, organizations generally have these reasons why they want this strategy to work in their workplace.

  • To create a welcoming work environment for staff and clients from different backgrounds.
  • To improve the capabilities of the company in order to increasingly attract workers from different groups.
  • To improve the organization’s ability to respond and serve diverse customers
  • To increase the company’s profitability in reaching more customers or clients from different backgrounds.
  • To increase trust and better respond to the needs of diverse communities.
  • To create a more fair and inclusive atmosphere at work.

DEI Strategies Play Important Role in Organization

Applying DEI strategy to the organization will never be wrong because in addition to a good response to people who have different backgrounds, ethnicities, races etc., DEI Strategy will also be proof that its application can have a positive impact for the organization.

Some of the points below are the results of success that can be achieved if diversity, equality and inclusion are applied in the work environment.

  •  Enhancing employee productivity and creativity
  •  Promoting employee engagement and loyalty
  •  Attracting top talent from diverse backgrounds
  •  Enhancing the organization’s reputation and public image
  •  Strengthening relationships with diverse communities

It is irrefutable that diversity, equity, and inclusion are things that every organization, leader, and every individual must do to increase respect and appreciate every different individual. Companies with a positive response to every group difference have more opportunities to develop and grow.

With DEI strategy, a leader can reach out to many people with qualified skills. Through this strategy, the organization will also change the paradigm of society not to exclude certain groups and must always provide equal opportunities and rights to every member of society.

Retention Strategies: Keeping the Right Talent in a Company

Retention Strategies

As an owner of a company, you have to pass through many problems, and often have to spend so many time, to hire, interview, and identify great employees for your company. So retaining employees became the only priority that must be considered. Retention here involve a set of practices and luckily they are inexpensive to implement. All you need to have is just good retention strategies.

However, the key of all success in term of retention is related to what you are going to do in order to retain good employees. So the key to design retention strategies is learn what your employees are looking for. The best employees who are currently working in a company usually want several things:

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How to Plan Performance Management in an Effective Way

Perfomance Management

If we talk about the most important foundation for employee engagement and performance, we definitely cannot put performance management out of conversation. This considered as larger than the review of performance which often conducted by the company annually. The process involves a few things, in which the management should provide ongoing and specific feedback both formal and informal; at the same time the management should set specific and clear expectations. There are many elements under the term of management of performance and the result will be very positive if both staff member and manager are willing to put the whole elements in coherent and thoughtful manner.

So what is the first thing to do, so that manager and staff member can arrange the whole elements of performance management in a coherent way? The answer is to create a plan for it. There is a few things to do when it comes to set up a plan for management of performance:

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Remuneration of Individuals: A few Principles to Understand

Remuneration Of Individual

Every person joins the company or organization with the main intention of earning his butter and bread. In order to earn that, the salary or wages considered as the most important value. Shortly speaking, his work helps him to fulfill the needs of life, from basic to advance need. The salary and wages must, therefore, be in equality with the work done by an employee. At which point, an employee should get satisfied with the wages or salary, so that he can perform better in doing his work. In this article we’d like to talk about remuneration of individuals, which in essence become integral part of wages/salary.

In general, each employee must get fair remuneration so that both the owner and the employee gets the same value of satisfaction. In term of remuneration of individuals, there is a system which in essence should provide the adequate remuneration to the workers. The system should also motivates the workers to do better in their work. Furthermore, remuneration of individuals may ensure security and safety, as well as help in raising standard of living of the workers. Basically, remuneration became a very important term in the world of industry/business. This is an element from which the employer put a value over his employees in a way that is much better.

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Implementing an Employee Development and Training Program: Goal and Responsibility


A person must aware of a value of learning, which becomes an act that happens all the time. Within a realm of organization or company, an employee must do a lot of everyday activity in order to learn something from it. Furthermore, s/he can learn much from the whole phenomena that is going on around the sphere of workspace. Employee development and training program is the responsibility of the company. However, it is at the same time a shared responsibility of the employee and the management. From the management point of view: training program provide the right environment and resources that in essence will be used to support the development and growth of the employee.

In order to make employee development and training program successful, a management should do the following things:

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Training and Development Main Activities for Organization in General

Training And Development

Training and development is a function to improve job performance in organizational settings. Depend on the type of the organization; training and development could be implemented in various activities. However, training and development main activities are generally the same for every organization. The main activities are described in the following.

The first activity is training. This activity is usually executed as soon as the employee is hired because it focuses on the current job. It trains the employee to the job right, which aligned with company culture and objectives. After initial training, employee could get more training in order to give them more jobs and responsibilities in their current position. Training could be given to the part-timer, contract worker, and full timer. Since training is focuses on current job, it will be evaluated against the job.

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Talent Development Strategies to Engage Employees in Long-Term

Talent development

Talent development strategies are the way to engage employees in the long-term and keep their commitment to the company. Maintaining employee’s engagement and commitment to the company is part of HR jobs. Retaining key employees is very important in order to maintain stability of the company because finding capable, talented, and trusted employees is not an easy job. Although it maybe easy to find new hires, it would be hard to get the quality. In addition, it would be a waste if you lose high quality employees that you found them with much effort. It would be worst if you lose them to your competitor. Therefore, it is very important to add talent development to your talent management.

Talent development is the part of talent management that will help you to maximize person-job fit, give them the opportunity to do more, possibility to have career improvement. It will increase job satisfaction because when employee fit the job, they will satisfy and more engage to the company. When employee gets more things to do and get more in rewards, they will feel more valuable, engage more to the company, and give long-term commitment.

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