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Companies: Now Is Not The Time To Put Diversity And Inclusion On The Back Burner

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Every industry and sector of our world has now been impacted by COVID-19 in one way or another. Organizations are scrambling to figure out how to properly acclimate employees to remote work, while also managing the financial catastrophe that some industries are faced with. The focus that companies were placing on talent development has likely come to a screeching halt. In the midst of a global pandemic, the last thing on organizational leadership’s collective mind is ensuring that employees and customers feel a sense of inclusion and belonging. Many companies are grappling with how to make it out of this situation thriving. Diversity, equity and inclusion (DEI) practitioners around the world are left wondering what the future of the industry holds. But even with the cataclysmic shifts that the world is currently experiencing, there are several reasons why your company’s DEI efforts should not be forgotten.

1.    People of color disproportionately impacted. The DEI issues that your company was experiencing before COVID-19 may only be exacerbated by the virus. Reports are now indicating that communities of color are most impacted by the virus—systemic issues further emphasize these inequities. Currently in cities like Milwaukee and Detroit, early studies reveal that Black people are infected with the virus at disproportionate rates. Communities of color may not have the same access to tests and treatment compared to their White counterparts. Although anyone can contract the virus, the impacts and lingering effects seem to be compounded within marginalized communities. Understanding this growing issue and how it may impact your employees, particularly those from marginalized groups, is imperative to fostering a sense of inclusion and belonging during these unique times. Ensure that your organization provides employees with the means to work remotely. Be flexible in your sick leave policies. Some employees may be living in households where they are taking care of someone who is infected, or employees may be infected themselves. Creating a sense of community and belonging is especially important during times of crisis and putting employee needs at the forefront is an effective way to exhibit that employees matter.

2.    Continue to strengthen DEI muscles. DEI is like a muscle that should be exercised frequently and consistently in order to grow stronger. Regardless of what stage your company is at with their DEI efforts, you don’t want to reverse all the progress you’ve made by disregarding DEI efforts and initiatives. Before COVID-19 emerged, there was a loneliness epidemic. Despite the rise of social media and different platforms that were created to connect people around the world, research suggests that loneliness could be considered by some as a public health crisis. As a result of COVID-19, employees want to feel a sense of inclusion now more than ever. This is the time to be the example for employees and demonstrate how to bring people together and create new norms that will transcend the virus. Think back to when you implemented those DEI workshops and trainings. What do you remember? What did you learn? You can still create a sense of belonging—you just have to be creative. Develop ways to foster a sense of togetherness that will be the glue to hold employees together once the virus has subsided. Don’t forget about your customers. They are feeling just as scared as you are. Think about how you can let them know that your company is here for them during this time of need.

3.    DEI practitioners are still available. It’s important to note: many DEI consultants are still offering workshops and trainings, but in a virtual format in an effort to maintain momentum amidst these unprecedented times. While employees are working remotely, this is an excellent time to continue your DEI efforts. Does your company have employee resource groups ERGs? Consider having these groups meet but in a virtual format. What everyone is craving right now is that social connection—providing employees with additional ways to get the connection they are craving is paramount. Lead a virtual DEI happy hour or a Diversity Dinner Dialogue to keep the conversation about DEI going. With the mounting stress and anxiety that many organizational leaders are feeling, DEI is likely the last thing on their mind or to-do list, but employees need to feel a sense of togetherness and DEI efforts can be effective at creating this and bringing people together. Continuing to water the organization’s DEI garden will sow the seeds necessary to flourish when the sun comes back out and the world recalibrates.

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