DIVERSITY, EQUITY AND INCLUSION
As south American woman that has worked in STEM for the last 20+ years, I have a vast experience on what it entails to be part of a minority. I have always been committed to improve the environment around me, with special focus in improving the chances of success of women that work hard. Along this path I have learned -the hard way, sadly- that doing things alone brings little change with a huge cost of energy. It is hard to bring awareness without being pointed out as the "problematic one", and it is really hard to bring change without any kind of power.
Nonetheless, I keep trying. Why? Because diversity, equity and inclusion (DE&I) in the workplace are too important not to do so. Not only for me, but also for the girls and women to come after. Next, some basic definitions to set up a proper ground.
Diversity refers to the inclusion of a wide range of people from different backgrounds into a unique work environment. Examples of diversity include gender, race, ethnicity, socioeconomic, age, cultural, religious, and political diversity. A group of people with different characteristics working in the same place are diverse
Equality and Equity are not synonyms. The words equality and equity are often confused because, at a first glance, they appear to mean the same thing. They both have to do with the way people are treated. Often, these terms are used to describe actions, laws, or rules that are attempting to end or oppose injustice or unfair treatment of people. However, equality and equity as noted above are not synonyms, and the methods used to achieve them are often very different.
The figure to the left perfectly depicts the huge differnce between the two terms.
Equality means each individual or group of people is given the same resources or opportunities. Equity recognizes that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome.
The word equity is defined as “the quality of being fair or impartia” or “something that is fair and just.” The problem arises when "justice" has to be reviewed.
Inclusion is an organisational effort and a collection of practices in which different groups or individuals having different backgrounds are culturally and socially accepted and welcomed. The differences could be self-evident, such as national origin, age, race and ethnicity, religion/belief, gender, marital status and socioeconomic status, or they could be more inherent, such as educational background, training, sector experience, organisational tenure, even personality, such as introverts and extroverts.
All in all, diversity by itself is not good enough. I like to make the analogy with refugees. Bringing refugees into a country is a good thing to do, but certainly not good enough. Countries hosting refugees have to have strategies to properly include refugees into their countries. With diversity it happens exactly the same. Bringing a diverse group of people into a homogeneous working environment and leave it at that would only bring chaos and frustration (more about this to come!). Smart inclussivness practices are a requirement for diversity to succeed.
Why is diversity important?
Diversity in the work environment is important because it can lead to a more innovative, productive, and inclusive workplace. Here are my top-three reasons why diversity should be taken seriously:
-
Creativity and innovation: When people with different backgrounds, experiences, and perspectives come together to work on a project or solve a problem, they bring unique ideas and solutions to the table. This can lead to increased creativity and innovation within the workplace. You can read "Why Diverse Teams are Smarter", where data from over 1700 companies in eight countries were analyzed, only to find that diverse teams are more likely to generate innovative ideas and solutions, when compared to homogeneous ones.
-
Improved decision-making: A diverse group of people brings a variety of perspectives to the decision-making process. This can lead to more informed and well-rounded decisions. Following 3700 professionals in the United States, "The Diversity Dividend" shows how companies with diverse workforces are more likely to understand and meet the needs of diverse customers.
-
Increased employee engagement and retention: A workplace that values diversity and inclusion can help employees feel valued and included. When employees feel valued and included, they are more likely to be motivated, productive, and committed to their work. This, in turn, can enhance the sense of belonging, it can increase job satisfaction simply because when employees feel that they are working in an environment that is respectful of their differences, they are more likely to be satisfied with their jobs, and it can create career development opportunities, because when companies prioritize DE&I they are more likely to create opportunities for employees to grow and advance in their careers.
And lets also be real: Companies that prioritize diversity and inclusion are often seen as more socially responsible and attractive to potential employees and customers. So its always a win-win :)
What happens when diversity is brought up to the working environment?
It happened to me too many times, I would feel worthless working in groups where I was the only foreign woman among local men. And even though I thought I had smart things to say and good ideas to contribute with, I always felt unheard. If I decided not to speak up about this, I would feel miserable with myself, as the feminist I am I could not accept I should shut up. If I decided to speak up, I would feel guilty, as I would identify myself as the one "breaking the good vibes". Until I encountered this article, I always thought the problem was on my side of the table. Naturally, on a homogeneous team people quickly understand each other and collaboration and communication flows smoothly, giving the sensation of progress. The kind of friction I provided, always felt counterproductive. Little would I know that in order to benefit from diversity, differences needed to be taken seriously, welcomed, and celebrated. Because no pain... no gain!
Diverse teams may sometimes feel less comfortable due to a variety of reasons:
-
Communication differences: People from different cultures or backgrounds may communicate differently. For example, some cultures may value direct communication while others may prefer indirect communication. These communication differences can sometimes lead to misunderstandings and discomfort.
-
Stereotyping: When people from different backgrounds work together, they may sometimes stereotype each other based on their culture, gender, race, or other factors. Stereotyping can lead to feelings of discomfort and can make it difficult for team members to work together effectively.
-
Unconscious bias: Everyone has unconscious biases, which are attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. These biases can sometimes lead to discomfort and tension within diverse teams.
-
Lack of familiarity: When people work with others who are different from themselves, they may sometimes feel uncomfortable due to a lack of familiarity. For example, if someone has never worked with someone from a particular culture before, they may feel unsure of how to interact with that person.
To create a more comfortable and inclusive environment for diverse teams, it's important to acknowledge and address these challenges. This can include providing training on cultural differences and unconscious bias, fostering open communication and understanding, and actively working to break down stereotypes and promote inclusivity.
The Harvard Implicit Association Test (IAT) measures implicit biases related to race, gender, sexuality, religion, and more. You can find the test here. Try it out! :)
Grundfos offers many LinkedIn tests, such as TBD.
The DE&I team at Grundfos also offers many tools to foster and take care of diversity, such as TBD.
How to practice inclusion?
Inclusion is an essential aspect of any successful work environment. It means that every employee, regardless of their background or identity, feels valued, respected, and included in the workplace community. Here are some ways to practice inclusion in the work environment:
-
Foster a culture of respect: Creating a work culture where all employees are respected, valued, and appreciated is the foundation for inclusion. Encourage open communication, empathy, and collaboration.
-
Provide training and education: Organize training sessions on diversity and inclusion to help employees understand the importance of creating an inclusive work environment. This will help them develop the skills and knowledge necessary to engage with people from different backgrounds effectively.
-
Address microaggressions: Microaggressions are subtle but offensive comments or actions that can be harmful to individuals from marginalized communities. Educate your employees to recognize and address microaggressions to create a safe and inclusive work environment.
-
Ensure equal opportunities: Ensure that all employees have equal opportunities to participate in training programs, mentoring, and career advancement opportunities. Consider implementing diversity hiring practices to increase diversity in the workplace.
-
Embrace diversity: Encourage employees to share their unique perspectives, experiences, and ideas. Celebrate cultural diversity, and organize events to recognize and honor different cultures and traditions.
-
Create employee resource groups: Establish employee resource groups to provide support and a safe space for employees from underrepresented groups.
-
Address bias: Address unconscious bias in the hiring process, performance evaluations, and decision-making. Provide bias training to help employees identify and address their biases.
By implementing these practices, you can create a more inclusive work environment, where everyone feels valued, respected, and appreciated.
Interesting Info
Women Scientists in Denmark | Facebook
Gender balance in research (au.dk)
Fem forskningsprojekter skal skabe mere ligestilling på AU
Recruitment Bias in Research Institutes - YouTube
“Gender decoder”: http://gender-decoder.katmatfield.com/ .It can identify masculine and feminine words, in for example job advertisements.
BestPracticesFacultySearchHiring.pdf (columbia.edu)
MentoringBestPractices.pdf (columbia.edu)
Kvinder i Fysik – Fairness Equity Visibility
