We know that in 2024 workplaces must focus on achieving their bold diversity, equity, and inclusion (DEI) goals. However, despite increasing awareness and efforts to promote DEI, people from equity-deserving groups often still face systemic barriers to their career advancement. 

In this blog post, I'll explore ways organizations can proactively promote career advancement for equity-deserving folks, including Indigenous, Black, and People of Colour (BIPOC), women, trans and gender diverse folks, people with disabilities, newcomers, and 2SLGBTQ+ folks by eliminating barriers to create more inclusive and equitable organizations.

Acknowledge and Address Bias

Workplaces must start by acknowledging the presence of bias throughout the organization. Conscious and unconscious bias shows up in various forms, including during recruitment, performance evaluations, and promotion decisions. Organizations need to implement training to raise awareness about bias, insist on accountability, and offer tools to mitigate the many negative impacts of bias.

Implement Transparent and Inclusive Policies

Organizations should establish clear and inclusive policies for recruitment, performance evaluation, and promotion processes. This includes setting objective criteria for advancement, ensuring diverse representation on decision-making panels, and providing feedback and support for career development.

Offer Mentorship and Sponsorship Programs

Mentorship and sponsorship programs play a significant role in promoting career advancement but often people from equity-deserving groups are excluded from these opportunities. Pairing employees from underrepresented backgrounds with mentors and sponsors who can provide guidance, advocacy, and opportunities can accelerate their career progression.

Provide Access to Development Opportunities

Staff from equity-deserving groups are often not given access to development opportunities such as training, leadership programs, and stretch assignments. Managers must offer these opportunities to all employees and be held responsible when they do not. This may involve creating flexible training options, providing financial support for education and certifications, and actively seeking out diverse candidates to participate in leadership programs.

Cultivate Inclusive Leadership

Leadership sets the tone for organizational culture and values. Cultivating inclusive leadership is essential for creating an environment where all employees feel valued, respected, and empowered to succeed. Workplaces must expect leaders to actively advocate for equity and inclusion, lead by example, and hold themselves and others accountable for promoting diversity and breaking down barriers to advancement. Leaders who are not active allies to this work must be evaluated to determine if their values are aligned with those of the organization.

Create and Support Employee Resource Groups 

Employee groups and support networks provide a sense of community and belonging for employees from equity-deserving groups. These groups offer peer support, networking opportunities, and resources for professional development. Organizations should encourage the formation of affinity groups and provide resources and support to ensure their success.

Measure Progress and Hold Accountable

Finally, organizations must measure progress in promoting career advancement for staff from equity-deserving groups and hold themselves accountable for driving change. This involves collecting and analyzing data on representation and promotions, assessing employee satisfaction and engagement, and regularly reviewing and updating your policies and practices.

Promoting career advancement for all employees requires addressing systemic barriers and creating pathways for success. By acknowledging bias, implementing inclusive policies, providing support and opportunities for development, cultivating inclusive leadership, fostering community, and measuring progress, organizations can create more equitable and inclusive workplaces where all employees feel welcomed and safe, can thrive, and succeed.

How does your workplace create a culture where employees can advance in their careers? Let’s talk about what’s working and not working at your workplace and how I can help.

Michelle

CEO

Your Workplace DEI Consultant

michelle@mvdconsulting.ca