The world has changed considerably since 2019. With events like the global pandemic, an increase in racism, the resurgence of the Black Lives Matter movement, and the spike in mental illness, people have become more aware of a wide range of social and racial injustices impacting communities. This extends to workplaces which are microcosms of what is going on in the world.

More than ever, job seekers are looking for employers that are committed to equity, diversity, and inclusion (EDI).

According to a report from Appcast, EDI has become more important to job seekers around the world in the past year.
People want to work for a manager or an organization that mirrors their own values and prioritizes EDI daily in how they run their organization and manage their people. More than half of the Americans surveyed in that same study would not consider working for an organization if it did not place a high value on EDI.

The days of separating personal life and professional life are over. In a race for top talent, do you want to miss out because you haven’t clearly stated your committed to diversity, equity, and inclusion?

How to Write a Commitment to EDI Statement That Helps Shape Your Workplace Culture (Your North Star)

A commitment to EDI statement can be an important first step if your organization is just starting its journey. It can serve as your North Star and guide you in decisions that pertain to how you operate your business, serve your clients and customers, which suppliers you choose to partner with, and how you manage and coach your employees. It also sends an important message to job seekers, especially those who have faced barriers within the workplace. 

Each organization is unique and should consider what matters most to them when crafting a EDI commitment statement. Here are some things to keep in mind:

• The statement should include what EDI means to the organization and why it matters to the organization.
• It should show how the organization intends to support the community it serves, which is particularly important for small businesses.
• It should be clear and concise and connected to the organization’s mission, vision, and values.
• Don’t create it on your own! Co-create it with your employees so that it is relevant and hits the mark.

Once your EDI commitment statement is complete, share it on your website. But don’t leave it at that; weave it into your onboarding process and refer to it when making decisions. Bring it to life – don’t just let it collect dust on your website! Review it annually and tweak it as needed.

Need some inspiration to get started? Check out the Recruitment Accommodations Tool for a sample of a commitment to EDI statement. 

Fostering Psychological Safety (And Why It Matters)

Psychological safety is the foundation to all EDI work. Without it, it will be very difficult to build anything that will last. Think about the last time that you took what you perceived as a risk at work (could be big or small). Did you take that risk because you trusted that those around you would support you if you failed?

But what is psychological safety in the workplace? In the words of workplace psychological safety and mental health expert Dr. Bill Howatt,

“Psychological safety is a culture where everyone feels welcomed and safe.” 
It’s easier to take a leap of faith when you know that there is a safety net ready in case you fall. 

We know that psychological safety is present when people:

• Freely express their perspectives, views, and experiences – especially when these things differ from the norm.
• Share who they are (and don’t feel that they need to mask or hide any aspects of themselves to fit in) without fear of harassment or discrimination.

Feel that they are valued and appreciated for what they bring to the organization.