The vast majority of businesses today have made a commitment to diversity, equity and inclusion (DEI) and these initiatives reflect a dedication to improving the lived experiences of the diverse employees who make up the organization. These initiatives include implementing DEI policies, diversity training, targeted hiring, and awareness campaigns. These, of course, are all steps in the right direction. And while companies have made great strides in this area, we know that the success of a company’s DEI measures is contingent upon the everyday actions of its people. These everyday interactions both vertically (top down) and horizontally (peer to peer) can serve to either strengthen or weaken an organization’s DEI initiatives. But what we hear less about is how our online interactions help (or hinder) DEI initiatives. So when the future of work is virtual, how to we ensure DEI efforts resonate online in the same way they do in-person? How can we create an environment that embraces diversity and fosters a culture of inclusivity online?
Developing an awareness of how to support a culture of belonging in a digital environment is an integral part of DEI. There are a number of ways that we can actively engage in digitally-inclusive practices that strengthen relationships and build bridges of belonging and inclusivity. Here are four examples:
Online Representation:
Part of diversity efforts include making sure that workforce talent is diverse and includes underrepresented groups (including race, gender, religion, sexual orientation, and disability). And although hiring diverse talent is a start, representation goes beyond hiring to ensure their workforce “sees” themselves in the larger corporate online culture. For instance, is there diversity in the images of people represented in company newsletters and on social media?
Accessibility and Neurodiversity in Online Meetings:
People with disabilities and neurodiversity report a number of advantages that come with remote and hybrid work. But in order to ensure the online environment is digitally-inclusive we might ask ourselves these questions: Are there assistive technologies in place for workers who require it? Is there close captioning, alternative-text, and descriptions for those who are hearing or vision impaired? Do you require speakers to turn their camera on so that someone who is hard of hearing can lip read? Do you take a recording of meetings and distribute it for employees who might benefit from reviewing the information?
Avoiding Microaggressions in Text Communication:
Whether intentional or not, microaggressions are common in online communication because we are often in a rush to reply to emails and text messages and don’t take time to reflect on the words we use and how they may be interpreted. Microaggressions refer to insults or slights that communicate hostility and include derogatory or insulting messages. For example, a microaggression includes a comment like, “I wasn’t expecting your English to be this good”. Although the sender may have even intended for this to be a compliment, it conveys unconscious biases.
Choose Inclusive Language:
Language matters, and words have the power to include or exclude. They define and shape people’s lived experiences, and can be the difference between inclusion or marginalization. In the absence of the body language and tone of voice (that we typically rely on to decipher messages during face-to-face communication) we need to communicate carefully. Ensure your message is clear, concise, and void of phrases that convey prejudice or discrimination. For instance, as a sign of respect, use an individual’s preferred pronouns correctly (“they/them” instead of “she/her”). In addition, use words that refer to one’s race, ethnicity, gender, age, or religion with care. Avoid terms like “blind person” or “disabled person” to describe a person who has a disability. Instead use the phrase, “person who is blind”. And always make an effort to say, and spell, names of people correctly.
Access to Resources:
Equity is about fair treatment and making sure everyone is given the resources they need in order to be treated justly. Therefore an important DEI measure includes considering the socio-economic background of your employees and knowing if they have the resources to enable them to work remotely. For instance, do they have the proper technology requirements (a fast computer, webcam, reliable internet access) to get work done? For some, the ability to purchase new equipment or pay for high-speed internet may exceed their resources. Therefore, making sure all remote employees have these needs met makes for a more equitable workplace.
Conclusion
Employees today are increasingly looking for companies that represent and reflect their values and beliefs. Workplaces and educational institutions that prioritize DEI efforts are going to capitalize on a rich and diverse talent pool. We need to remember that how we interact with technology can be an active dimension toward DEI. And if we engage with technology in a way that is thoughtful, intentional and purposeful, our everyday digital interactions can actively support DEI initiative.
