The Evolution of Diversity, Equity, Inclusion, and Belonging
Iceland is the first country in the world to put a law around equity – The Act on Equal Status and Equal Rights of Women and Men. The act is one of the main reasons Iceland is now leading the fight toward closing the gender pay gap.
I’m lucky enough to be a part of a profession that has evolved immensely over the last decades and is nowhere near slowing down. The profession that used to be known as Personnel Administration, later known as Human Resources, and now widely known as People & Culture. Due to my passion for people, their well-being, and seeing them succeed, working in People & Culture is my dream come true.
In the same way that People & Culture has evolved as a profession through the years, what is now known as DEIB, or diversity, equity, inclusion, and belonging, has evolved from being about how a diverse team can create more significant results than a homogeneous team, to digging deeper and understanding that it isn’t enough to simply put together a team of people that look different. There is more to the formula, and businesses are thankfully realizing that with the right formula, you can greatly impact whether you are successful or not. After all, a company is nothing without its people.
DEIB took a short pit-stop in its evolutionary journey where the focus was all on equality. It was an excellent pit stop that greatly affected people’s mindsets. Equal pay for jobs of equal value! Iceland embraced equality and is the first country in the world to put a law around the concept – The Act on Equal Status and Equal Rights of Women and Men. The act is one of the main reasons Iceland is now leading the fight toward closing the gender pay gap.
However, we now know that equality isn’t everything. Equality can quickly become a situation where multiple people have the same resources and are expected to reach the same outcome.
The next logical step in the evolution of DEIB is to understand that diversity isn’t only about a set list of factors, such as gender, age, nationality, or color. We are all different, and how we work, learn, and grow is not a one-size-fits-all. Once we understand that everyone is different, it’s all about trusting people to know themselves well enough to be able to choose. Instead of enforcing solutions on people, we must listen, ask questions, and guide where required.
Embracing equity means ensuring that everyone can reach an equally great outcome. The road towards the same goal can look very different for two people. It’s all about ensuring that each person receives the trust and autonomy they need to reach a goal with access to personalized learning, tools and equipment, approach, etc. – The key word being personalized!
At Lucinity, we approach belonging as a feeling, inclusion as a practice, and diversity as an outcome. The foundation of our approach is trust and equity. We recognize that each Lucinian who joins us is different. We all have different identities, backgrounds, preferences, and strengths. We aim to provide the resources and opportunities needed to ensure everyone can reach an equally great outcome.
My dream is that one day it won’t matter who you are, how you identify, or what your background is. Your first day in a new job will be about figuring out how to succeed in your new role, being greeted and welcomed exactly as you are, and knowing that your growth journey with the company will be a joyful, personalized experience.
My hope is that my children will experience a world filled with equity, and I will do what I can to not only embrace it but fight for it!