The American workforce continues to diversify. In 2019, most new hires between the ages of 25-54 were people of color for the first time. More than 4.5% of U.S. adults now identify as LGBTQA+. It’s projected the Latinx population will make up more than 20% of the country’s labor force by 2028. The population of employed workers with a disability also continues to grow.
These demographic shifts underscore the importance of equipping students with skills that extend beyond technical competencies, skills that include navigating diverse cultures. This goes beyond tolerance and requires fostering an environment where inclusive language and practices are the norm. By doing so, students are better prepared for the realities of modern workplaces while contributing to a culture of respect and understanding.
Dr. ClauDean Kizart, Director of Diversity, Equity, and Inclusion (DEI) at Tidewater Community College, emphasizes from her consulting work that the business world already understands how embracing and empowering diversity at work increases their ROI. However, higher education continues to struggle while navigating the political landscape of these issues.
There is a direct correlation between DEI efforts and institutional outcomes for colleges and businesses alike. Positive experiences of inclusion and equity in the workplace benefit both employees and employers, increasing performance and retention rates. Institutions that value DEI attract larger populations of students while creating inclusive environments that foster student success and well-being. This includes faculty and staff who speak and teach with inclusive language.
Dr. Kizart mentions how most elementary schools already lay the foundation for group inclusivity, equity, and belonging efforts. By not continuing these efforts, colleges risk leaving students ill-prepared for the realities of a diverse workforce.
“Students need to understand inclusive language and practices to thrive in this evolving landscape,” said Dr. Kizart. “Universities letting go of their DEI focus can perpetuate biases and microaggressions in future workplaces. Higher education plays a pivotal role in remedying these issues.”
To stay proactive and offer a DEI approach that makes sense for your community, Dr. Kizart advises always listening first and gathering community feedback as a starting point. Through campus-wide surveys, Dr. Kizart has gained valuable insights into student perspectives, ensuring that initiatives are tailored to meet student and faculty needs. Findings published by the American Marketing Association aligned with this method, stating that new hires who feel part of the process for improving DEI efforts are less likely to leave. By showing your community that you value access for people of all backgrounds and physical or neurological abilities, more employees feel valued as part of your team. Consistently incorporating and valuing representation in decision-making improves equitable decision-making that incorporates a spectrum of viewpoints.
When preparing students to thrive in a globalized, diverse workforce, college campuses can foster a more welcoming environment by celebrating diversity and practicing inclusive language. Students are more likely to stay in school when they feel included, and that means seeing themselves among the staff and leadership positions at their school. This allows students to gain technical skills and the cultural competency needed to navigate and lead in today’s interconnected world.
DEI competency isn’t a goal with a finish line – it is a journey of continuous improvement and understanding. Understanding and embracing DEI is necessary for creating campuses, workplaces, and communities where everyone can contribute and thrive.