What is DEI in the workplace?
DEI stands for diversity, equity and inclusion. More than an acronym, it’s a way of shaping the kind of world – and workplace – that we all want to see. One that includes everybody and is built in a way that enables everyone to succeed.
It’s a big idea, especially when you’re trying to imagine how it comes to life in the workplace. It can be helpful to break it down using the words in the acronym.
Diversity
DEI fosters and celebrates diversity in every way. That can mean a diversity of life experiences, cultural and racial background, gender, economic status, physical ability, religion and more.
Equity
DEI is all about making sure everyone has a level playing field. This means it’s about more than just treating everyone the same way. Instead, DEI tailors the environment or experience to everyone’s unique background, needs or potential challenges.
Inclusion
DEI wants everyone to feel a sense of belonging in the workplace. Everyone should be able to show up as their most authentic self, and never feel singled out because they are “different.”
What are some examples of DEI in the workplace?
Here are a few of the key areas where DEI initiatives might make the most positive impact in a workplace:
Women
The gender pay gap – which translates to the gender pension gap – is one of the most obvious areas where equity is still lacking for female employees. Prioritizing DEI can create a framework for closing this gap.
There are also unique life experiences that impact women in the workplace, such as pregnancy and menopause. DEI can ensure that women are supported as they navigate these changes.
Family planning
DEI in the workplace means recognizing that there are many ways to build a family. For employers, this could mean building a benefits plan that includes fertility treatments that can help to create a workplace where all employees feel like their wellness is supported.
2SLGBTQIA+
In addition to family planning, DEI helps ensure that members of this community feel included. This can be as simple as normalizing introducing your pronouns when you meet a new colleague, or creating an employee resource group that spearheads Pride celebrations. For employers, this could also mean investing in a benefits plan that supports transgender and non-binary employees through their transition journey or enables same sex couples to access fertility care.
Indigenous peoples
DEI in the workplace could also mean including a taxable wellness account that offers flexibility for individual needs of Indigenous employees to help cover the costs of traditional medicines like cedar, sage, sweetgrass and tobacco plant as well as items and fees for ceremonies for things such as sweat lodges, healing circles and smudge kits.
Newcomers to Canada
Welcoming newcomers to Canada into the workplace is a great step toward fostering DEI – but it also requires companies to be there to give these new Canadians the tools they need to succeed in this new environment. This might include helping members understand the coverage and supports available to them through their employee benefits plan.
Working class Canadians
Historically, people from a working class background have faced additional challenges when it comes to building a secure financial future. They have been overlooked and underserved by the wealth industry, while also being disproportionately impacted by factors like the rising cost of living and interest rates.
Consider an employee benefits plan that supports your working employees as they try build their savings and invest for the future. Canada Life’s group retirement savings, for example, provides the same level of attention and service to every income or asset bracket, and is the only Canadian insurance carrier to also offer other helpful tools like affordable online wills and executor supports. Canada Life is also the only insurance carrier in Canada to offer a Student Debt Savings Program which allows employees to focus on reducing their student debt while their employer contributes to their retirement savings.
Neurodiverse people
It’s estimated that roughly 15 to 20 percent of the global population is neurodiverse. This could include people with autism, dyslexia, ADD or ADHD and Tourette’s Syndrome. Consider offering a benefits plan that support the unique needs of neurodivergent people, like helping to cover medication or specialist practitioners like social workers. This may also be beneficial to the parents of neurodiverse children, who may be able to cover some otherwise out-of-pocket costs, or avoid sacrificing in other ways – leaving the workforce, or cashing out savings – to support their neurodiverse child.
Workplace benefit plan
A benefit plan is an important component of any DEI strategy. It can help support the unique needs of your employees, and contribute to a culture where they feel included and supported.