3 Steps to a More Diverse, Equitable, and Inclusive Business
(Download PDF version of this handout HERE.)
WHAT ARE THE BENEFITS IN PRIORITIZING DIVERSITY, EQUITY, AND INCLUSION IN BUSINESS?
- DEI initiatives increase access to healthcare & improve overall patient outcomes and satisfaction in clinical settings
- Inclusivity in the workplace improves employee retention rates and employee satisfaction
- 85% of CEOs with diverse and inclusive cultures notice increased profits
- Inclusive companies are significantly more likely to perform better financially and hit financial goals
3 Steps to a More Diverse, Equitable, & Inclusive OT Business
1. Collect data and outcomes for the populations you serve & hire
- Collect demographic information
- Consider: race, ethnicity, physical ability, socioeconomic status, gender, sexual orientation, generation, language, religion, veteran status, gender expression or identity, family status
- Reflect on the needs of your staff, your organization, and the community you serve
- Consider who is being “excluded” from services/products and how
- Review current business policies and analyze the general environment to determine areas of improvement
- Conduct a Needs and Strengths Assessment specific for your business
2. Create and Implement DEI-focused initiatives
- Complete an action plan complete with goals and timeframes to hold your business accountable
- Be sure to COMMUNICATE these initiatives with entire organization to ensure cohesiveness and adoption ofthe company culture.
- Examples of DEI-oriented initiatives:
- Integrating DEI into your mission, vision, policies and practices
- Staff training on cultural awareness & humility
- Hiring staff based on needs and/or demographic of the community served
- Increasing accessibility of your product, service and/or marketing materials
- Addressing language, health and literacy of population served
- Pro-bono or sponsored work for underserved areas
3. Evaluate effectiveness of initiatives & adjust as needed
- Outcome measures are critical in measuring the effectiveness of DEI initiatives. Some example measures include:
- Employee, patient, or client satisfaction surveys
- Employee retention data
- Changes in representation of identified groups
- Pre- and post-surveys with staff training
- Health outcomes in marginalized populations (for clinical settings)
