Employee relations (ER) sits at the heart of diversity, equity and inclusion (DEI). As organizations navigate changes or even rollbacks in DEI programs, ER is in a powerful position to demonstrate the undeniable value DEI brings to the workplace.
Because we are directly involved in issue reporting, case management and employee aftercare, ER operates at the intersection where policies translate into real, lived experiences. At a time when DEI’s effectiveness is under scrutiny, we have an opportunity to prove how critical these initiatives are. Here are three actions we can take to reinforce the value of DEI:
1. Lead with Data
Data is our greatest ally in DEI discussions. It eliminates assumptions and emotions, replacing them with clear, actionable insights. By drilling into data, we can identify pockets within our organization that face unique challenges we might otherwise overlook.
For instance, data tells us that minorities are more likely to experience workplace harassment. Black employees, in particular, are 21% more likely to face discrimination than others. Armed with this knowledge, we can take proactive steps to prevent targeted harassment and protect vulnerable employees.
Using HR case management technology that compiles and analyzes ER data by demographic allows us to spot trends and measure our DEI efforts. Data is what helps us move from intention to impact.
2. Own the Fairness of Your Processes
Consistency is key to fairness. When we handle investigations, following a standardized, reliable process ensures equitable treatment for all. HR Acuity’s investigations software, for example, provides built-in protocols and standardized workflows that reduce the risk of errors and ensure that every employee issue is addressed fairly.
Fair treatment should be the baseline for every employee interaction. Yet, one-third of employees still feel their employer doesn’t consistently treat them fairly. This disparity comes at a time when some companies are de-emphasizing equity—an unfortunate trend with far-reaching consequences. If employees don’t feel valued and treated equally, how can we expect them to stay engaged?
3. Prioritize an Inclusive Work Environment
Inclusivity means creating an environment where employees feel safe and supported, not just when something major happens, but in everyday interactions as well. Often, employees hesitate to come forward unless an issue seems significant, but the truth is, even seemingly minor incidents can impact how safe and valued employees feel at work.
Take something like an off-color joke made by a coworker, even if it happens just once. It may not immediately seem like it warrants an investigation, but it can still leave the employee feeling uncomfortable. We need to normalize the act of coming forward, ensuring employees feel empowered to speak up—even if it’s just to ask for guidance on how to navigate the situation.
This is where a modern, inclusive platform like Speakfully comes in. Traditional hotlines or reporting mechanisms often require employees to identify a specific policy violation before they can even share the details of their experience. That can feel intimidating and overwhelming. In contrast, Speakfully is designed with the employee in mind—it’s a safe space where the focus is on understanding the employee’s experience and its impact. ER can handle the rest.
When employees feel comfortable raising concerns, even minor ones, we gain the visibility needed to address issues early on. Tracking these interactions helps us spot patterns and identify areas within the organization that might require attention. This proactive approach allows us to address pockets of opportunity or risk before they become larger problems.
By fostering open communication and providing a safe, supportive space, we ensure employees feel respected and valued. And it’s no surprise that 41% of employees say an inclusive workplace is a top priority. When employees know they can speak up without fear, we build trust—and that’s the foundation of true inclusivity.
Let ER Lead the Way for DEI
Our daily work in employee relations strengthens the fabric of DEI. By ensuring fairness, supporting employees through tough situations, and embracing inclusivity, we can prove that DEI isn’t just a policy—it’s a necessary part of building a thriving workplace.
Let’s continue to champion DEI by demonstrating its value in everything we do.
Ready to see how HR Acuity’s case management and investigations software can help? Sign up for a curiosity tour to explore how our solutions provide trusted, consistent experiences and unlock forward-looking analytics to support your DEI goals.
