We are at the tipping point for equality, diversity and inclusion (EDI) in the workplace. It no longer suffices to simply talk about it, or dip one toe in, ticking the box of "we should be seen to be doing something".
It’s time to dive in headfirst.
I appreciate that tackling EDI seems like a subject so big that as a company you feel like David and EDI is your Goliath.
I can identify with that feeling. When I first started in this field, I perceived my challenge to be a K2 or a Kilimanjaro. But I can assure you, it’s more than that. It's Everest. And that is what drives me.
So, here are four steps to start your change.
Step 1: Why you need to engage with EDI
Earlier this year, I talked about the "S" in ESG at this year’s London International Shipping Week.
ESG reporting is a means of showing commitment and understanding of the opportunities as well as the risks individual companies and the industry they are part of are challenged by.
For too long the "S" has been ignored and now it is screaming at us for very much deserved attention. So why should you engage with EDI?
Let’s start from human nature, and think of Maslow’s hierarchy of needs, with belonging being central to the ascension to the top.
When our workforce feels they belong, they are fulfilled, feel represented, can clearly see their role and feel valued.
At Royal HaskoningDHV, we talk about bringing your true self to work.
In doing so, you can rest assured that you will unlock a huge potential both in individuals and your companies that will separate you from the competition, but most importantly, you will have a workforce that is loyal, operating in an environment where diversity is seen as a true asset.
Many studies have demonstrated — McKinsey, Boston Consultancy Group and PwC to name a few — that a diverse workforce means you outperform non-diverse teams by more than 30%.
Step 2: Run a survey to know your workforce
If you are driven to embedding EDI, understanding and getting to know your workforce, you show you are appreciative of their diversity of thought.
By assessing your whole employee value proposition, you distinguish yourself from those who only say they do, and you have evidence to back that up.
But how can you engrain this in your organisation? Well, start by understanding the context.
We are emerging from an unprecedented time in history where the pandemic has sadly widened the diversity gap. Inequality usually thrives on and starts with lack of access. So, start with data as it is key.
Run an employee survey to ask how they are feeling, if they feel valued, represented and have a sense of belonging, do they feel equally heard and represented? Are you, as a company, upholding your values?
Ask the questions that you know may not produce comfortable answers. You must start somewhere if you have an ambition to move somewhere better.
Of course, the robustness of your efforts, metrics and data you have collected, depends how deep you go.
Step 3: Take a fresh look at your risk assessments
Have you considered health and safety, physical, psychological and mental health in your risk assessments?
Have you thought of labour supply chain standards in different countries? Have you looked at how your data is stored and the laws where you operate?
Step 4: Make your EDI programme and live it
The challenge we face within our companies and in the industry is operating successfully internationally. That is no mean feat. Tailor-making EDI initiatives and programmes, taking into account social, political and economic stressors is difficult, but it can be done.
Start with your identity as a company, your strategy and vision. Link every piece of that puzzle into everything you do internally.
Make sure there is a golden thread with those elements in all that you do, your brand and communication, your internal policies, your job adverts and recruitment processes, your tenders and proposals.
Uphold those in daily work practices and build an honest and transparent speak-up culture, one that shares, is curious and humble.
The time to act is now! So what is your New Year’s EDI resolution going to be?
Cecilia Harvey is global EDI lead at consulting engineers Royal HaskoningDHV, leads EDI initiatives centred around gender, LGBTQ+, ethnicity and disability, culture and psychological safety.
