SM Prime Holdings, Inc

Red Robielos

Human Resources (HR) plays a big role in making sure that Diversity, Equity, Inclusion and Belonging (DEIB) is being practiced correctly in every organization and based on my experience; awareness, communication and action are the key in making it be part of the organization’s culture and environment.

Diversity, by making sure that your organization accommodates ranges in social identities and variety of demographics, allows multi-cultural and multi-generational employee range. Equity, is giving everyone equal opportunities and providing equal resources. Inclusion, is being part of a safe space that they feel they are welcome and part of, that celebrates their success and achievements. Belonging, is the sense of being in a community that accepts them.

Up until now for some organizations, DEIB is something uncommon or they are not completely familiar with or aware on how to practice and implement. Some people believe and think that DEIB is only applicable for gender identity or gender expression. DEIB is still in debate and lost when it comes to regulations and laws coming from the government. Hence, proper communication, guidance and alignment with acceptable organizational practices are a must in every organization.

You may ask the following questions to see where you are now in DEIB:

• Where are we in our level of understanding DEIB?
• Do we have the right people to lead us towards our goal with DEIB?
• Do we have the right programs to support DEIB?
• Are our leaders onboard towards a DEIB culture and organization?
• Are our people open and ready for DEIB?
• How prepared are we to accept and embrace DEIB?
• How will it impact the organization if we do it correctly?
• How will it impact the organization if we do it wrong?

One way to appreciate DEIB better is by understanding Maslow’s Hierarchy of Needs. This would provide HR practitioners guidance on what people require from physiological needs to self-actualization that you could simply relate to its requirement then applying it to everyone with no bias, no exception, and no special treatment.

“In people investment, you need to diversify your human capital and invest in your people to be more productive, creative, collaborative and profitable.”

As we embark to a new and more open and diverse generation of workforce, for an organization to have a successful DEIB program, you need an aligned collective effort from all stakeholders and employees, strong and consistent awareness and training programs, and a leadership that could display and support the essence and implement guidance to make it work, by empowering its people to accept everyone in the workplace and make it a home.

This is another change, a positive change from my perspective. In a financial investment perspective, you need to diversify your funds and put them in several mediums to be more profitable; this is same with people, in people investment, you need to diversify your human capital and invest in your people to be more productive, creative, collaborative and profitable.

We are currently in the era of war for talent within the new normal. To make your organization be more competitive in the market, you need to prepare and make your organization ready for this. You would want a company where they considered DEIB in every decision they make as an organization.

I understand that encouraging the organization to DEIB is an ongoing journey. By prioritizing diversity, equity, inclusion, and belonging, our purpose is to create a workplace where everyone can thrive and contribute to the collective success of our organization.

Diversity, Equity, Inclusion and Belonging is for ALL and is a responsibility of ALL. Let’s make our organization more meaningful and impactful by opening up our doors to the new generation of workforce.