LAST WORD
Beyond being mere procedural checkboxes , DE & I policies play a pivotal role in reshaping the fabric of organisations . However , policies need to go beyond compliance if they are to become guiding principles that redefine workplace culture .
Policies should be in place to foster inclusivity and ensure that individuals , regardless of their background or identity , feel valued and welcomed within the organisational structure , and should match company values and ambitions .
Organisations with robust DE & I policies send a powerful message of commitment to fairness and equality , and this commitment translates into elevated employee morale , engagement , and job satisfaction , underlining the impact that a well-thoughtthrough policy can have on the overall well-being of the workforce .
DE & I policies should not just serve as a shield against legal and reputational risks ( simply complying with anti-discrimination laws does not constitute having a comprehensive diversity and inclusion policy ). Policies must also project an organisation ’ s dedication to social responsibility and ethical practice .
Navigating implementation challenges While the benefits of a wellthought-through DE & I policy are clear , I constantly see challenges in their effective implementation .
Often reduced to a tick-box
Are your DE & I policies making a difference ?
Gabby Austen-Browne , founder of Diversity Alliance advises on how organisational DE & I should be implemented
exercise , these policies miss the opportunity to become a living , breathing document that informs the very essence of an organisation .
If there is a lack of leadership commitment , it sends the wrong message about the priority of DE & I policies . To address this , there is a need for topdown commitment , where organisational leaders actively champion DE & I initiatives and communicate the strategic importance of diversity .
Gabby Austen-Browne
Ambiguous or ineffective policies can result in confusion and noncompliance . To overcome this , I recommend policies be well-defined , easily accessible , and subject to regular updates .
Employee input is also invaluable for identifying gaps and ensuring continual improvement .
Inadequate training and awareness among employees represent another hurdle I often come across . Regular training sessions are essential to educate employees at all levels , fostering an understanding of DE & I principles and the impact of inclusive practices .
What are the biggest challenges I come across with prioritising DE & I ? Resistance to change , ineffective communication , insufficient resources , lack of diversity in leadership , inadequate measurement , and evaluation , and a lack of accountability .
These challenges need to be met with strategic solutions that must include fostering a culture that embraces change as well as establishing clear lines of accountability .
Inspiring a new standard As the events industry progresses into 2024 , impactful action and new standards are needed for DE & I excellence . Intent to impactful execution is not just a necessity but an opportunity to reshape the industry , making it more inclusive , innovative , and resilient in these times of global uncertainty . It ’ s what our teams want , it ’ s what our stakeholders expect . EN
38 — Spring