HR Leaders' DEIB Toolkit
HR Leaders' DEIB Toolkit
Toolkit collated by Hannah Wilson
What Is the Link Between HR and DEIB?
HR stands at the forefront of championing DEIB in organisations. The value of integrating DEIB into HR practices is undeniable, impacting everything from talent acquisition to company culture. As the corporate landscape evolves, so must HR’s approach to DEIB.
Promoting and delivering DEIB in the workplace is an essential aspect of good people management. It is about creating inclusive working environments and cultures where every individual can feel safe, experience a sense of belonging, and is empowered to achieve their full potential.
As a strategic partner, HR plays a pivotal role in nurturing leadership within the organisation. HR professionals identify high-potential employees, design leadership development programs, and provide coaching and mentoring to foster the growth of future leaders.
What Are the Challenges of Locating DEIB Activity in HR?
Diversity, equity, and inclusion (DEI) in the workplace is a major challenge for human resources (HR). DEI is about respecting and valuing the different identities, backgrounds, perspectives, and experiences of employees, customers, partners, and communities. Here are some challenges HR faces when integrating DEI into their practices:
- Potential biases - One of the most pervasive challenges in HR is the existence of unconscious biases that can influence decisions.
- Recruitment - Biases can appear in job descriptions, the screening process, and interviews, which can lead to a non-diverse pool of candidates.
- Promotions - Preconceived notions about certain groups can prevent them from advancing in the organisation, even if they have the qualifications and performance to do so.
- Performance evaluations - Subjective evaluations can be influenced by biases, which can lead to unfair appraisals that affect an employee's growth and compensation.
The Diverse Educators’ HR Leaders’ DEIB Toolkit
- What DEIB training has your HR team had?
- How has this DEIB training been cascaded to leaders and administrators supporting HR?
- What Inclusive Recruitment training has your HR team and school/ college/ trusts leaders and governors received and how often is it updated?
- Where does DEIB sit in your organisation’s strategic priorities?
- Who is driving your DEIB strategy, within, across and beyond your organisation?
- Is your HR team working with your L&D/ PLD team to curate DEIB training for different stakeholders?
- How does your DEIB commitment frame your people management policies, processes and practices?