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Everyone’s talking about diversity, equity, and inclusion (DE&I) in the workplace. Over the past few years, there’s been a push toward diversity hiring, helping to reduce conscious and unconscious bias during recruitment processes and create more diverse workplaces. But DE&I initiatives don’t stop at hiring. They must be top of mind and continuously monitored, ensuring that you treat all your people in a fair and unbiased way and don’t discriminate according to age, gender, ethnicity, disability, or any other reason.
Prioritizing DE&I positively impacts your company culture and may be the key to retaining employees. You need to show your people that you are treating them equally when it comes to raises and upward mobility, are mindful of the number of men and women in senior positions, are not discriminating against people over a certain age or according to ethnicity, and are committed to closing the gender pay gap. Although we’ve seen great strides to improve DE&I in the workplace, there’s still a long way to go. Recent stats from 2022 show women making up just 7.4 percent of Fortune 500 CEOs, men twice more likely to get hired than women, and the gender pay gap in the US
