Editor's Note: We recently updated this post with new insights.

Employers who seek to infuse diversity, equity, and inclusion (DEI) throughout their organizations know the value of metrics in learning about the real impact of their initiatives. Analyzing the right metrics enables leaders to measure and quantify progress and promote accountability at every level. 

What most employers may not realize is that they can use another type of initiative that adds tremendous value in quantifying the success of DEI efforts.

And the best part? They may already have the data available.

Enter ESG, which stands for “environmental, social, and governance.”

Although Juneteenth only recently became a federal holiday, Black communities in the U.S. have been celebrating June 19th each year for over a century. Commemorating the liberation of the last enslaved African Americans, Juneteenth—or Emancipation Day—is an integral part of not just Black history, but American history.

For individuals, Juneteenth is a time to celebrate and honor Black culture and history—but for many organizations, recognizing the holiday is an opportunity to demonstrate company values and strengthen diversity, equity, and inclusion (DEI) initiatives. 

It’s officially Pride Month—a time for celebrating authenticity, inclusion, and humanity at its most basic level. 

And while festivals, parties, and office memos are powerful ways to bring diverse communities together, some companies allow LGBTQIA+ activism to fizzle by the end of the month. What remains is a low show of support for LGBTQIA+ employees and evidence of rainbow washing, which can permanently hurt recruitment, retention, and company culture.

As themes of inclusion and empathy begin to take root in organizations large and small, today’s employees are calling on their employers to practice active allyship all year long. For queer employees, the fight for visibility and equality doesn’t end on June 30th—and neither should their employers’ allyship. 

To avoid rainbow washing and effectively prioritize the well-being of queer workers, employers must view active allyship as an ongoing priority rather than a month-long project—all the while reshaping company culture to be more inclusive, supportive, and safe for all.

When outlining the key characteristics of an effective employee wellness program, it is imperative to equitably provide the same benefits, resources, and opportunities to all employees. 

While all employees should receive equal access to wellness offerings, no two employees require the same resources or start from the same place. 

Rather, employees bring a wide array of life experiences to their organizations, meaning each individual requires a different, personalized level of support to thrive. 

In WellRight’s recent webinar hosted by Fierce Healthcare, WellRight CEO Neepa Patel sat down with Vanessa Guzman, MHSA, President and CEO of SmartRise Health, and Amelia Bedri, MHSA, Senior Content Engineer at the National Committee for Quality Assurance (NCQA), to break down the foundational elements of an equitable workplace. 

When it comes to promoting diversity, equity, and inclusion (DEI) in the workplace, many companies often plan short-term initiatives without building a strong, multi-year strategy. 

Celebrating cultural holidays and creating more inclusive hiring procedures are certainly steps in the right direction, but without a goal-based strategy fueled by engagement data and backed by leadership, DEI initiatives often fizzle out before their potential is even realized. 

Companies that view DEI as an ongoing measure of well-being rather than a quota to meet not only enjoy year-over-year growth and success—their people are also happier, more productive, and more inclined to advance their careers.

Managing implicit bias—both personally and in the workplace—requires a pointed, actionable, and consistent approach.

True equity at work can only be achieved once biases, including racial bias, have been identified, understood, and committed to by all members of an organization. With the help of implicit bias training and other diversity, equity, and inclusion (DEI) initiatives, organizations can raise awareness of biases that may affect decision-making and foster a more inclusive culture where employees thrive.

Diversity, equity, and inclusion (DEI) are three fundamental elements for organizational well-being that should be baked into all professional workplaces. With a strong DEI strategy in place, businesses stand to experience benefits such as increased employee engagement, the ability to attract more (and better) talent, and improved employee performance.

But how else does fostering a culture of diversity, equity, and inclusion impact the well-being of employees and senior leaders? And how might putting DEI first affect organizational success?

Editor's Note: We recently updated this post with new insights.

Prioritizing diversity, equity, and inclusion (DEI) at every level of an organization is vital for improving employee morale, company culture, and overall growth.

But ensuring that a DEI program is actually effective requires more than just a verbal commitment.

September is Hispanic Heritage Month, which is a great time to celebrate the wins and achievements of your Hispanic/Latinx employees. But attracting and retaining employees requires more than one week or one month of recognition.

Organizations need to intentionally create an inclusive workplace culture where employees feel safe to be their authentic selves and have equal opportunity for career advancement.

While June is LGBTQ+ Pride Month, we’ve reached the point where companies must move beyond simply showing support for one month with messaging, media, and products.

Consider this month the opportunity to begin making LGBTQ+-affirming practices an inherent and essential part of your organization year-round.

But to do that, companies need a culture shift.