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Microaggressions are subtle, often unintentional, verbal or nonverbal slights or behaviors that can have a significant impact on individuals from marginalized or underrepresented groups. Identifying and addressing microaggressions can be challenging, as they can be subtle and rooted in deeply ingrained social dynamics. As business leaders, it is crucial to understand and address microaggressions within the workplace to foster an inclusive and respectful environment that maximizes the potential of all employees.

The language of diversity, equity, inclusion, and accessibility (DEIA) is constantly evolving as society and the business community gain greater understanding of the imperative and overall impact of this topic. Commitment to DEIA work continues to be based on culture, time, region, and deepened understanding of the systemic inequities within internal and external ecosystems. While this is not an exhaustive guide to the language of DEIA, it provides a starting point for understanding the most commonly used terms and concepts.

In today's dynamic business landscape, it is crucial for organizations to recognize and embrace the concept of intersectionality. Intersectionality acknowledges that individuals may experience discrimination or disadvantages based on a combination of multiple aspects of their identity, such as race, gender, sexual orientation, or disability, at the same time. This multifaceted understanding of identity is essential for creating truly inclusive policies and practices that address the unique challenges faced by diverse employees. Understanding how different aspects of identity intersect and influence experiences can be complex, especially when developing inclusive policies and practices.

Adopting inclusive language and fostering respectful communication has emerged as a critical imperative for organizations committed to diversity, equity, inclusion, and accessibility (DEIA). However, navigating the complexities of inclusive language can sometimes be a source of confusion and concern for business leaders. They may grapple with the challenge of avoiding inadvertently exclusionary or offensive language while staying abreast of evolving terminologies associated with gender identity, disability, and other facets of diversity.

Employee Resource Groups (ERGs), also known as Employee Resource Networks or affinity groups, are typically voluntary, employee-led diversity and inclusion initiatives that are supported by an employing organization. ERGs are “organized on the basis of common identities, interests, or backgrounds with the goal of supporting employees by providing opportunities to network and create a more inclusive workplace.” Essentially, an ERG is a collective of employees who share a common identity factor, background, or interest. While many organizations organize their ERGs around traditional demographic factors, such as race, gender identity, or ability, some other growing factors are caregiver status, environmental sustainability interest, career level, and military status. According to current data, 90 percent of all Fortune 500 companies currently utilize ERGs in some form.

A diversity statement is a concise and intentional description of a company or organization's values, beliefs, and commitments to how they define diversity. It begins with a clear vision of the value of diversity within the organization that includes the “why” diversity matters to the organization, the “who” this statement covers, and the “what” it brings to the organization's policies and practices. It is important that the organization’s commitment to diversity is the anchor point for the statement, regardless of how formal or informal the language used may be.

Harnessing the power of data-driven approaches to diversity, equity, inclusion, and accessibility (DEIA) is a paramount undertaking for organizations committed to cultivating inclusive and equitable environments. By employing robust data collection, rigorous analysis, and strategic utilization, businesses can navigate the complexities of diversity and inclusion with precision, purpose, and results. Through a comprehensive assessment of both quantitative and qualitative data, organizations gain invaluable insights to identify disparities, measure progress, and make well-informed decisions that drive transformative change.

How to set issue-specific sustainability goals that are ambitious, achievable, and align with a high-growth or early-stage company’s overall strategy.

Updated, June 2023

How high-growth and early-stage companies can establish and maintain strong oversight of sustainability initiatives that also cut across many different components of the business.