Over the past few decades, numerous DE&I programs, initiatives, and frameworks have emerged to enhance representation and promote inclusion. Aniela Unguresan’s latest article for Forbes highlights a critical truth often obscured by misconceptions surrounding diversity, equity, and inclusion efforts.
“DE&I is not about giving anyone an unearned advantage; it is about removing the structural disadvantages that prevent equitable opportunities in the first place.”
Progress in DE&I requires a grounded approach rooted in accountability, transparency, and cultural change. Leaders play a pivotal role in this process by:
- Setting measurable goals → Tracking representation, pay equity, promotion rates, and employee satisfaction across demographic groups ensures progress is tangible.
- Addressing cultural barriers → Challenging bias at decision-making levels and fostering environments where diverse perspectives are genuinely valued.
By prioritizing these actions, leaders can ensure inclusion is fully woven into organizational strategy, building truly equitable and inclusive workplaces.
Inclusiveness (as an outcome of inclusion) is a cornerstone of the EDGE Methodology. Ready to measure and enhance inclusion in your workplace? Start your EDGE Certification journey using EDGE Empower®.
