The adoption of Diversity, Equity and Inclusion (DEI) initiatives is starting to arise in a wide range of companies. It has become central to corporate strategies, reshaping the way organizations approach their workforce. To ensure equal opportunities for all employees, companies have begun using initiatives to provide a safe and equitable space.
The history of DEI in the workplace is to be traced back to the mid 1960’s in which societal movements advocated for revamping the corporate world. The Civil Rights Movement fought for racial equality and gender rights, which became a foundation for policies aimed at ending workplace discrimination. For example, the Equal Pay Act of 1963 is the groundwork for equitable pay. With it, employers cannot discriminate based on sex in terms of wage. The Civil Rights Act of 1964 is tremendously significant as well as it contributed to outlawing discrimination against gender, race, national origin, or religion.
Since then, DEI efforts have evolved specifically addressing the needs of different identity groups, aiming at what they all individually need to succeed. This is synonymous with striving for equity rather than equality.
Key Elements of DEI Initiatives:
A range of companies that take part in promoting DEI initiatives to create a more inclusive and productive atmosphere, with some of the most common being:
- Diversity Training: Targeting unconscious biases, cultural competency, inclusivity
- Employee Resource Groups: Groups where employes with shared identities can support one another and raise awareness.
- Equitable Hiring Techniques: Ensuring job opportunities are accessible to diverse groups of applicants.
- Salary Equity: Employees are fairly paid regardless of gender, race, and other factors.
- Implementing Inclusive Policies: flexible work arrangements, parental leave, anti-discriminative policies.
How Companies are Implementing DEI
Henkel DEI Initiatives through ERGS
Henkel enforces Employee Resource Groups (ERGS), which have affinity communities catered to different identity groups. These ERGS include Asian American Professional Association (AAPA), Awareness of Visible and Invisible Disabilities (AVID), Henkel Black Alliance (HBA), Henkel Women’s Network (HWN), PRIDE, UNIDOS, and more. The goal of these affinity groups is to provide resources and support that are specific to the needs of each of the communities. An initiative that Henkel has stepped into action as of 2024 has been gender-neutral paternal leave, providing eight weeks of paid leave solely based on caregiver role instead of biological relation. Another step taken towards DEI was expanding their scholarship and internship programs for Black, Hispanic, and Indigenous students to over $1 million in support of marginalized and underrepresented communities. In addition, Henkel has partnered with organizations such as United Negro College Fund, the Hispanic Scholarship fund, the American Indian Science and Engineering Society, and Pathways to Education Canda.
Enterprise DEI Initiatives through ERGS
Enterprise implements the usage of Enterprise Resource Groups to support employees of various backgrounds. These ERGS include Black Enterprise Action Team, EnterPride (LGBTQ+), and Women in Leadership.
In 2020, Enterprise launched the Enterprise Mobility Foundation which provided $35 million to empower 90,000 team members to conquer social and racial issues and work with organizations that target them. In addition to the Enterprise Mobility Foundation in 2020, Enterprise launched their ROAD Forward initiative which is a $55 million five-year pledge to support organizations that focus on social and racial equity. Their goal is to help young people in underrepresented communities by addressing social and racial gaps in early childhood development, health and wellness, and career and college preparation.
Enterprise has also supplied $20 million to organizations like The United Negro College Fund, The Obama Foundation’s My Brother’s Keeper Alliance, Girls Inc. and Parents as Teachers.
The Center for Career Readiness and Life Skills
In addition to corporate examples, educational institutions like The University of Connecticut are also making DEI efforts. The Center for Career Readiness and Life Skills partakes in Diversity, Equity, and Inclusion agendas by specifically curating resources dedicated to different identities. We currently have fourteen affinity communities, which are identity focused groups that provide specialized content to support student’s career and personal development. These communities include:
The Center for Career Readiness and Life Skills takes pride in allocating resources where they are needed within the affinity communities. We hold various panels and webinars, professional development (resume critiques, LinkedIn, interviewing tips), collaborates with student organizations, and career fairs. All these opportunities are meant to prioritize the success of students while catering to each community’s needs.
As demonstrated, DEI initiatives have made noteworthy progress and will continue to advance. These initiatives are essential in the professional world as they foster a safe and inclusive environment that values the diverse identities and experiences of all individuals.
With a clearer understanding of DEI and its benefits, it is important to take advantage of these initiatives. Check out our website at career.uconn.edu to explore the countless opportunities within the affinity community you identify with to support your growth and success.
