With evident issues pertaining to equality in the community, many companies have made the effort to take a stance towards equality. However, these statements have mostly been made on social media, with the goal of improving a company’s image, but not actually addressing the core problem of a lack of diversity inclusion. Important conversations need to be held in the workplace, and steps should be taken in order to implement a successful and appropriate diversity inclusion structure. Establishing a proper company culture that respects employees and gives an opportunity for open and honest discussion will create lasting change.

It is important to note that diversity can include race, gender, ethnicity, sexual orientation, religion, and more. There are an uncomfortable number of employees who go to work every day, and feel that they have to hide who they are with a fear of rejection or unfair treatment.

Companies need to address the elephant in the room and loosen tension by having open conversations about these important topics. Although these can be difficult to initiate, there is no way to confront a problem without talking about it. Simply making a public statement on social media will not improve a company’s structure— employees and management need to dig into their structure to create a lasting and sustainable improvement.

After an initial conversation is had, there has to be a strong level of accountability. It is important to help develop metrics, goals, and other ways to track positive progress. On the other hand, it is a way to reassess if progress has not been occurring. Networking and team building opportunities are a great way to do this, and can take place during the work day, in addition to regular leadership workshops that are available to your team. Companies should give support to those who help reinforce their values, and work together towards a common goal of diversity and inclusion.

“With the problem now in full focus, all of us must come together to find the right path forward through conversation,” stated President of Elevate Inc. Aakash Patel, through “listening and through an unfettered sharing of ideas to build a better future.”

Although trust building is a process, now is the perfect opportunity to spread awareness and collect feedback to see how companies can all improve, so that employees feel comfortable

attending work every day. It is important for us to all do our part, by asking questions and doing our research on topics we want to learn more about. Together, we can create an inclusive workforce.