How Companies are Making Changes to Address Diversity, Equity & Inclusion
by Deidre Osei
For many, the protests of the summer of 2020 have shed light on many racial and gender inequalities in our society. The rise of incidents of hate, violence, harassment, discrimination, shunning and bullying against the Asians, Asian Americans, and Pacific Islanders (AAPI) community has increased the level of urgency needed.
Both have highlighted the need to carefully consider how diversity, equity and inclusion (DEI) are navigated in the world of work and acknowledge everyone’s perspectives on race, class, gender, sexual orientation, faith, ability and age.
How have companies made changes to address these issues?
An increasing number of companies and business leaders are feeling the pressure to make public statements about their commitment to diversity. Some, for example, have supported non-profit organizations and community groups that are actively advocating for equality and working to combat discrimination and cultural bias.
While dedicated funds are a crucial step in promoting a DEI-forward environment, several companies are missing the mark by not dealing internally with racial bias issues as well. Many employees feel that public efforts to promote greater equity and inclusion are not necessarily consistent with the company's internal practices or culture, especially in certain industries.
To address this, there is a competence that is crucial for businesses to implement in their diversity training at the workplace.
Cultural Competence. A company’s understanding and knowledge of different cultures and perspectives.
The more different cultures and backgrounds work together, the more cultural competency training is needed to avoid miscommunication, conflict, and stunted productivity.
Just the FACTS by FACTUALITY is a facilitated dialogue, crash course, and virtual interactive experience that simulates real life experiences in America. It is played with a rich group of diverse characters that encounter a series of fact based advantages and limitations based on the intersection of their race, class, gender, sexual orientation, faith, ability and age.
We have worked with over 37,000 program participants, helping them to:
To be competitive today in recruiting, companies need to prioritize DEI. Data shows clearly that DEI is a priority for workers and job seekers, with 50% of current employees wanting their company to commit more energy toward promoting diversity. Furthermore, 67% of people on the job market stated that racial and gender diversity is an important factor in their job search.
Interested in experiencing FACTUALITY? Let us schedule a demo so that we can learn about your company and your specific needs and consider joining us at our next public facilitation; 100% of the proceeds will be donated to Stop AAPI Hate.