Separate D&I hype from reality with these six essential checks.
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During Pride Month, many businesses shine a spotlight on their efforts to create an excellent work environment. The journey to building a workplace where everyone, no matter their background, culture, or lifestyle, feels like they belong is important for many reasons. And that got us thinking: how can you really tell if a company walks the walk on diversity and inclusion?
It’s easy to get caught up in the Pride Month buzz, with brands everywhere changing their profile pictures and sharing heartfelt posts. But genuine commitment to an inclusive workplace goes far beyond a temporary trend or trying to score popularity points.
Companies can’t afford to underestimate the power of diversity and inclusion. In fact, YouGov data shows that 66% of the UK workforce regard workplace diversity as important to them when considering job opportunities. This shows that employers need to dig deeper, tackling real issues and creating policies, benefits, and environments that truly work for everyone.
If you’re on the hunt for a workplace where you can thrive and be yourself, here are some savvy ways to uncover a company’s real commitment to inclusion:
Do Your Homework!
Before you even think about applying, do some digging!
Website Wisdom: Does the company website shout about its values, policies, or pledges for diversity and inclusion? Some businesses even have a dedicated page showcasing their D&I strategies and hiring practices. Look for concrete metrics or statistics – those tell a much more compelling story than just empty promises.
Review Rundown: Hop onto sites like Glassdoor or Google. What are current and former employees, customers, and clients saying? If a business genuinely champions diversity and inclusion, everyone who interacts with them should have a positive experience.
Social Savvy: Social media is a treasure trove here! If a company is truly open, honest, and vocal about supporting diversity, inclusion, and equality, they’ll do (and share!) much more than just a rainbow logo for one month of the year. Look for year-round engagement and genuine conversations.
Meet the Team (Digitally, Of Course!)
A quick peek at a company’s “Meet the Team” page on their website, or some LinkedIn sleuthing, can give you a real snapshot of who works there. It’s super easy for a firm to claim inclusion is important, but if their team page looks like a carbon copy of the same kind of person, well, the truth might be a little different.
Now, don’t jump to conclusions too quickly! Many companies are in transition, so check for news articles, blog posts, or recent updates that show they’re actively working to boost diversity within their team.
Also, keep an eye out for a dedicated HR employee or a Workplace Diversity & Inclusion Officer. Hiring someone specifically for D&I shows a serious drive to make positive changes – it means they’re putting resources behind their words!
Ask the Right Questions
Once you’ve done your research, you’ll have a good feel for a company’s D&I strengths and weaknesses. Use this to your advantage during interviews! Don’t shy away from asking insightful questions, whether by email, phone, video, or in person.
Here are some power questions you might ask:
- I noticed diversity is a key company value. Can you share some insights into how you actively promote it here?
- Do you offer training around diversity, equity, and inclusion for your team?
- What steps does the company take to ensure everyone feels truly included?
- Do you have a formal D&I policy in place?
- Is there dedicated HR personnel to address any D&I concerns or complaints employees might have?
- What policies do you have that genuinely promote inclusion or benefit diverse employees?
Be Your Authentic Self!
If you have cultural or religious practices – like wearing a turban or a head covering – don’t hide them from a prospective employer. These are part of who you are, and the right workplace will celebrate them. If a prospective employer raises an eyebrow or has an issue with something like this during an interview, it’s a huge red flag that they’re not truly inclusive.
Your unique differences – whether they’re about skin colour, gender expression, religious beliefs, or physical ability – give you fresh perspectives that add immense value to any organisation. The right company won’t just tolerate what makes you stand out; they’ll understand it and actively make the most of your strengths.
Tap Into Your Network
Know anyone who works (or has worked) at the company you’re eyeing? Reach out! An insider’s perspective on a company’s D&I commitment can be invaluable, especially from a trustworthy source.
Perks That Prove It
A company’s benefits packages can tell you a ton about how much they truly value inclusion. For instance, offering comprehensive maternity, paternity, and family leave that supports all parents (not just mothers, and including adopted children or same-sex couples) clearly shows they’re committed to supporting all types of families in the workplace.
Also, check if the business has internal groups or external partners dedicated to promoting, educating, and making positive changes when it comes to D&I. It’s not just about hiring diverse people; it’s about educating the existing team on why D&I matters and how to live it every day.
Ready to chat more about building truly inclusive workplaces? We’d love to hear from you! Get in touch at info@merje.com.
