Where there are groups of people, there is culture, including the workplace. Yet not all workplace cultures are created equally. Not all employers make use of a DEI strategy. In an increasingly diverse world, most recognize the importance of Diversity, Equity, and Inclusion in creating a winning culture, not just in the eyes of the public but in the day-to-day experience of employees.

What is DEI?

Before we dive into the benefits of implementing a DEI strategy, let’s start by understanding Diversity, Equity, and Inclusion on their own.

Diversity

According to Ferris State University, Diversity is “the range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, national origin, and political beliefs.”

Equity

In an article for TechTarget, Linda Rosencrance set forth a description of equity that goes to the heart of equity in action. “Equity aims to ensure the fair treatment, access, equality of opportunity, and advancement for everyone while also attempting to identify and remove the barriers that have prevented some groups from fully participating. Equity promotes justice, fairness, and impartiality within the processes, procedures, and distribution of resources by systems or institutions.”

Inclusion

Of course, inclusion is a word we are all familiar with, but it is always great to have a greater understanding of how it is defined in the DEI space. The University of Iowa sets forth a definition for Inclusion as it relates to a college campus, but it can be applied to all settings and communities. “Inclusion refers to a campus community where all members are and feel respected, have a sense of belonging, and can participate and achieve their potential.”

The University of Michigan has a great analogy to describe the dynamic of Diversity, Equity, and Inclusion altogether. “Diversity is where everyone is invited to the party. Inclusion means that everyone gets to contribute to the playlist. Equity means that everyone has the opportunity to dance and experience the music.” In other words, inclusion is made possible when diversity is encouraged and equity is accounted for.

How do DEI strategies Impact employees?

Regardless of industry, an initiative's impact is one factor employers consider when deciding on adopting it or not. When it comes to DEI, the benefits are wide-reaching. Not only are there benefits in the business sense in general, but more importantly, there are benefits for employees and workplace culture, among others. Below you will find the top benefits of DEI in the workplace.

Feelings of safety, connection, and respect are deepened.

When employees feel seen, accepted, and safe to bring their whole selves to work, a greater sense of community sets the stage for business to flourish.

Innovation blooms.

Inviting diversity, equity, and inclusion into the workplace means that an employer has greater access to unique gifts, experiences, and points of view, all of which open the door to approaching projects and issues creatively.

Employers become more attractive to New Candidates

When vetting new job opportunities, prospective candidates are increasingly looking for employers who invest in DEI initiatives. According to hiringthing.com, “76% of job seekers want to work somewhere that values diversity, equity, and inclusion.”

Psychological Safety and Audience Diversification

Employers' reach grows when different voices are acknowledged, heard, and included. The psychological safety that occurs when an effective DEI strategy is set into play is likely to be felt and experienced by audience members who feel represented and seen when they encounter communication from the business.

DEI at ChenMed

At ChenMed, the DEI strategy is an extension of their core values of Love, Accountability, and Passion. Beyond core values, they believe that fostering a culture of inclusion is created by actively listening to team members and intentionally focusing on a shared sense of purpose. Making sure team members feel that their needs are being met is paramount to creating a sense of belonging that stems from employees feeling that they are seen, heard, and able to show up as their whole selves.

Of course, every DEI strategy is not going to look the same. The diverse perspectives and experiences brought to the table will help guide and shape how diversity, equity, and inclusion permeate the workplace. Employee Resource Groups (ERGs) which ChenMed currently has four:

AWARE2 (All Working Together to Achieve Racial Equity and Equality)
CHARISMA (ChenMed Healthcare Allies Respecting Individuality & Sexuality of Members & Associates)
WIN (Women Inspire Network)
VET (Veteran Engagement Team)

“As the needs of our team members and patients evolve, so will our commitment to diversity, equity, inclusion, and creating space for team members and patients to be their authentic selves. As a Culture team, we actively seek ways to elevate the voices and experiences of our team members not just to amplify ChenMed’s culture of inclusion but to transform the lives of everyone we serve,” shares Ashton Hartley, DEI Manager. “Diversity, equity, and inclusion are not just a stream of thought or a collection of initiatives. DEI is living, it’s breathing, it's shared and lived experiences that contribute to our collective identities, all of which require lots of love, intentionality, and grace to ensure we honor the humanity of every person we connect with.”

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