Why a DEI committee is essential to your diversity and inclusion strategy
If you’re reading this article, you’re probably thinking about how to take your organization to the next level in terms of diversity, equity and inclusion (DEI). Indeed, since the start of the pandemic, many managers have realized the benefits of a DEI strategy. Forming a DEI committee dedicated to this cause can be a crucial step in making this strategy a success. In this article, you’ll learn more about DEI committees that aim to bring about lasting change within companies.
What is a DEI committee?
A DEI committee is a team made up of several members, ideally from various departments within the company. Their mission is to contribute to the cultural evolution of their workplace in terms of diversity, equity and inclusion. These people can be involved in the committee in a variety of ways. The committee may have several objectives. For example, it can be used to
- implementing a DEI policy,
- advising on ethical and inclusive processes,
- acting as a link between management and employee‧es resource groups,
- counsel on future DEI initiatives to be implemented,
- pilot initiatives to be deployed
- etc.
To these can be added diversity initiatives. Several projects can then result:
- an employee resource group for Indigenous employees,
- an event to celebrate Pride month,
- a training series for Black History Month,
- a discussion circle for neuroatypical people,
- and many more!
These members, with different functions within the company, are ambassadors of diversity to their team or department.
Why is it important to set up a DEI committee?
For an environment based on trust
One of the committee’s missions is to create a space of trust in which everyone can express themselves freely.
To achieve this, it’s important for the committee to be as diverse as possible in terms of hierarchical levels, education, ethno-cultural origins, gender identity, etc. This will serve two sub-objectives:
- Thanks to the heterogeneity of the group a majority of workers will feel represented and understood, which will lead them to be able to contribute more
- With a mix of employees and management members, the committee will be able to influence a large part of the organization.
But this winning recipe won’t happen by itself! To succeed in creating this safe space, committee members also need to be trained in various topics such as non-violent communication, facilitation… and any other subjects that contribute to their awareness of diversity and inclusion.
In this way, they can encourage their colleagues to talk more easily about taboo subjects such as pay equity, unconscious bias and microaggressions.
To enrich discussions
By creating a committee with members of varied experience and skills, they will be able to complement each other in their contributions to the group. Heterogeneity fuels discussion and debate. It encourages decision-makers to take all dimensions of diversity into account.
A global, objective vision
DEI committees can ensure compliance with ethics and contribute to an inclusive culture, in collaboration with management and human resources. This ensures a sustainable strategy aligned with the organization’s objectives.
Improving the employee experience
DEI committees help create a work environment in which their colleagues feel authentic. This can involve deploying awareness-raising workshops, lunch-and-learns on diversity-related topics and, in general, maintaining a regular discussion around DEI.
In short, a Diversity, Equity and Inclusion committee enables staff members to participate and engage in DEI discussion, strengthens the links between DEI and strategic business direction, and finally, contributes to an inclusive organizational culture.
Would you like to develop a DEI committee, but don’t know where to start? URelles can help. Find out more about our equity, diversity and inclusion solutions.
