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We are hearing more and more about companies cutting back on their equity, diversity, and inclusion (DEI) initiatives. But a company is first and foremost made up of people, and EDI is not just about organizational strategies. Regardless of what the organization as a whole decides, you have a role to play in advancing EDI! Here are some concrete actions you can take as a manager.
Use a structured interview process
Informal, “gut” interviews are fertile ground for unconscious bias. For fairer, more equitable decisions, use a structured process: prepare the same questions for all candidates in advance, use a weighted evaluation grid and target clear criteria relevant to the position. This type of approach reduces subjective judgments and enables you to compare applications on a truly fair basis. It’s also an excellent way of improving the candidate experience… and attracting a greater diversity of talent.
Conducting pay equity reviews
Wage gaps are not always visible to the naked eye, but they persist in many environments, even for equal positions. In 2024, women earned 91% of the average hourly wage of men, and immigrant women earned 88%.
A rigorous analysis of salaries, cross-referencing data by gender, seniority and other factors, can help identify and correct systemic inequalities. Don’t wait for an employee to ask: as a manager, it’s your responsibility to ensure fair treatment for all. A fairer company starts with equal pay for work of equal value… and that sends a clear message of respect and recognition.
Providing workplace accommodations
Whether it’s for accessibility needs, a modified work schedule or telecommuting for family reasons, flexible measures enable everyone to bring the best out of themselves. Reasonable accommodation is a legal obligation for all employers. Even if your organization takes a step back from DEI, this action is still mandatory!
Publicly acknowledge your team’s contributions
Everyone likes to be told “good job”, but beyond the personal gratification, public recognition, especially from a manager, plays a key role in inclusion. Too often, it’s the same people who get the praise, because they’re more visible or more comfortable putting themselves forward. To foster an equitable environment, be intentional in your gestures of recognition.
Take the time to highlight successes, big or small, in an authentic way: a word in a meeting, a team e-mail, a nod on the organization’s intranet or LinkedIn page. For example: “Well done to [Name] for her excellent work on this project, her rigor and creativity have made a real difference!” Don’t forget to recognize behind-the-scenes efforts as well: the work of coordinating, supporting and mentoring. It’s often these less visible tasks that hold the whole thing together, but go unnoticed.
Integrate DEI objectives into performance evaluations
Inclusion shouldn’t just be a wish, but a valued and measured skill like any other. By integrating DEI-related objectives into performance appraisals, you send a clear signal that inclusive behaviors are part of a job well done. For example, you can assess commitment to internal initiatives (e.g. participation in an ERG, mentoring colleagues from under-represented groups, sharing inclusive resources). Of course, these criteria need to be adapted to each person’s role and level of responsibility, to remain fair and motivating.
Giving inclusive feedback
When providing feedback as a manager, make sure it’s constructive, respectful and free of bias. Encourage growth by highlighting strengths and offering concrete advice for improvement, while taking personal differences into account. Above all, don’t forget anyone on your team! According to one study, only less than half of women (especially women of color) report that their supervisor helps them advance or meet professional challenges.
For example: “I’ve noticed that you always take the time to explain instructions clearly to the team, and that you make sure everyone understands, no matter what their experience or comfort level. That’s great! To go further, you could invite those who speak less to express themselves, or offer them another way of contributing, like in writing.”
Every action counts!
DEI isn’t just about policies, it’s also a way of being and interacting with others. Even if your company sets aside certain programs, you have the power to make a positive impact every day as a manager. So, what action will you take today?
At URelles, we support organizations that want to go beyond good intentions to build truly inclusive and equitable environments. Whether you’re just starting out or looking to improve your existing practices, our team is here to guide you with concrete solutions adapted to your reality, and help you move DEI forward:
- DEI diagnostic: analysis of current practices to identify barriers to inclusion and propose concrete avenues for improvement.
- Strategic coaching: support in defining or updating internal policies and procedures to fully integrate equity, diversity and inclusion.
- Tailor-made training: practical workshops for HR teams, managers and internal committees on developing inclusive processes (recruitment, assessment, promotion, etc.).
Want to find out more? Contact us!
Photo from Ann H from Pexels
