A recent Indeed survey revealed workplace DEIB (diversity, equity, inclusion and belonging) is non-negotiable for Australian workers. In fact, eight in 10 job seekers say an organisation’s commitment to DEIB values is a significant deciding factor when applying for jobs. However, the same report revealed many organisations will be prioritising cost-cutting measures over DEIB initiatives in the next year.
Promoting DEIB within a business – even a small business – doesn’t need a generous budget. In fact, some of the most meaningful changes businesses can make require no spend.
Focus on safety first
Team events and days of recognition are important, but with 65 per cent of people hiding their true selves at work and 45 per cent having witnessed or experienced discrimination, this is the place to start.
Reiterate the business’s zero-tolerance approach to discrimination and ensure safe work and reporting policies are clear and communicated to the full team. Ensure reports of harassment, discrimination, and bullying are taken seriously and addressed immediately, and that support is available to those affected. Building a foundation of safety and respect is vital if other DEIB initiatives are to succeed.
Consult with stakeholders
Speak with team members, customers, and other stakeholders to understand what’s important to your community and identify pressing concerns. This could take the form of one-on-one meetings, an online survey or feedback form, or a casual chat in the staffroom. Ensuring people are involved and feel encouraged to offer their input means greater engagement and more effective advocacy and impact.
Consider what can be actioned immediately
Consider adding pronouns to your email signatures or name tags so LGBTQIA+ employees feel welcome and included. If possible, establish a quiet zone so those who are sensitive to sound or visual stimulation can work productively, and consider converting a spare room into a breastfeeding or prayer room for those who need it.
Ensure staff with a disability can access all areas of the workplace including equipment in storerooms, the office kitchen, and meeting rooms – whether that means rearranging furniture or adjusting the height of shelves, tabletops, etc.
Offer flexible policies
Flexible working arrangements will look different for every organisation and it’s important for leaders to consider how they can offer flexibility while continuing to meet business needs.
Remote or hybrid arrangements, flexible hours, and job-sharing are just some of the options to consider that can help staff better manage work and personal responsibilities.
Introduce inclusive hiring practices
Words like ‘strong’, ‘driven’, and ‘ambitious’ tend to attract more male applicants than female, while advertising online only – as opposed to other relevant public forums, like community notice boards – will limit the talent pool you’re able to reach.
Consider whether font sizes are suitable for people with low vision and whether the application process and physical work environment is accessible for those with different abilities. Where applicable, include a line in your job ads to indicate that your business is welcoming of people of all abilities, genders, sexual orientations, races and religions – in a tight labour market, this could make all the difference.
Celebrate achievements
Recognising staff achievements goes a long way in lifting morale and promoting a positive workplace culture. And best of all, it costs businesses nothing. Publicly acknowledge and celebrate the contributions of employees, including those from diverse backgrounds. It might be via the company newsletter, a social media post, or a team meeting; the goal is to ensure the employee feels seen, valued and appreciated for their work.
Promoting DEIB within a small business is more about commitment than budget. By implementing these simple, cost-effective strategies, businesses of any size can create a workplace where everyone feels valued, respected, and empowered to succeed.
