Championing DEI in EHS: Leadership's Role and Responsibilities

As part of a leadership team working toward comprehensive workplace safety, there are a variety of factors to consider. In addition to basic safety practices, creating a culture of safety is also driven by prioritizing diversity, equity, and inclusion (DEI). While many consider DEI a human resource issue, it can also tie into psychological safety within a business.

According to Michigan State University, “intertwining psychological safety with diversity and inclusion efforts in the workplace allows employees to feel safe being themselves since their diversity is welcomed.”

Environmental, health, and safety (EHS) leaders play a large part in fostering a workplace environment that is diverse, equitable, and inclusive. Putting in the work to make this part of the company’s culture will positively impact the safety culture as a whole.

Why DEI Matters in the World of EHS

One of the most crucial skills for leaders today is emotional intelligence (EQ). As technology has changed, executives spend less time in a private boardroom and more in traditional and social media. Being capable of understanding, fielding, and managing the feelings and emotions of others is an important facet of success, but also ties into the basics of DEI.

A healthy and strong safety culture has to incorporate respect, inclusion, and trust. Every leader in an organization should recognize the cultural composition of the company and the community they serve to achieve these essential goals.

Modeling and implementing behaviors that exhibit inclusion and respect are crucial to a culture where safety is at the forefront. This includes emphasizing the positive impact that greater inclusion and diversity can offer, whether as a part of the workforce or leadership.

Leaders must be trained and aware of behaviors and skills that support an environment where everyone is respected. When choosing this approach, diversity can morph into an excellent resource for organizational learning and imaginative problem-solving.

Creating a Successful DEI Program

It takes time to change the makeup of an organization, but incorporating diversity and inclusion in your EHS program is essential. There are many things that leadership can do to foster this type of culture and build a happy and healthy base of employees.

Create a Business Case for Change

Starting a DEI program goes beyond public relations. It can act as a completely new way to approach business. If you are one of a few (or the only) leader(s) who is aware of this issue, a business case for it must be made.

This should include a set of clear objectives and expected benefits. DEI has no one-size-fits-all solution so your strategies will vary based on the specifics of the business.

Emphasize the Benefits

While younger members of the team might be the ones who bring up DEI, the program is designed for everyone. The idea is to build better teams and respect employees, so the best program will benefit and recognize everyone.

When you engage others about the changes, explain how they will impact even long-time employees.

Build Avenues for Connection and Learning

Many employees rank growth and learning opportunities very high when choosing a potential employer. Based on that, many large companies have created internal networking groups to ensure the need is met. Employee-led teams can also be created to make sure everyone has representation.

Implementing ways to socialize and learn from others can keep employees in place.

Adapt as Needed

When you have an inclusive culture, you might find yourself in a situation where changes need to be made based on a single employee. Those who have been in this situation note that after the problem is solved, you often find that others had the same issue but didn’t speak up. Even things like how you measure performance or write job descriptions matter.

Allow Multiple Paths to the Same Destination

DEI is an issue within EHS and can impact the way that leaders interact with people who they want to influence in an organization. If you break things down into the two most common concepts, you’ll be left with acceptance and awareness. As an example, two employees of different generations might do things in unique ways. For instance, older workers might take notes on paper while younger ones may do the same on their phones.

Accepting different paths to reach the same result is important where DEI is concerned.

Conclusion

EHS leaders have a key role in fostering a workplace that is inclusive, equitable, and diverse. It’s important to ensure the workplace is an environment where workers feel respected, heard, and included. This has an impact on employee psychological health and ties into the heart of what EHS is all about.

EHS leaders should connect with DEI committees and work closely together to create organizations that are safe and healthy for everyone. DEI isn’t just a series of training or an initiative. It reflects the values of the organization, as well as that of the leadership. Putting a robust program into place is essential to create a workplace that flourishes in the future.