How Do We Define Inclusion, Diversity, Equity & Accessibility (IDEA)?

Inclusion is the act of creating environments in which any individual or group can be and feel welcomed, respected, supported and valued to fully participate.

Diversity includes all the ways in which people differ, encompassing the different characteristics that make one individual or group different from another.

Equity is the fair treatment, access, opportunity and advancement for all people, while at the same time striving to identify and eliminate barriers that have prevented the full participation by marginalized groups plagued by an unlevel socioeconomic playing field.

Accessibility is the practice of designing products and services so that they can be used by everyone, regardless of disabilities. 

Remember the four key arguments that make the case for IDEA:

1. The moral or social justice case

2. The economic case

3. The market case

4. The results case

This is now our challenge.

The challenge hospitality leaders are facing now is what can I do now, when the future of what we do is unstable?

Before moving forward with a solution(s), measure the effects on workforce diversity as you make critical business decisions:

• Evaluate your decisions and their impact upon your IDEA strategies.

• Consider who is in the room when you are making critical decisions.

• Organize a task force that includes a cross-section of employees at all levels to advocate for and represent the people you employ.

To establish confidence and proceed authentically, leaders can apply three practices: collect data, take accountability and define a clear measurable strategy.

The Steps to Achieving IDEA

The first step to achieving IDEA I is to identify where you are currently standing.

The second step to achieving IDEA is to be transparent and commit to measurable change.

Data will reveal imperfections and unconscious biases, especially those that have created inequities or barriers to access throughout an organization. That means there are opportunities for growth, and taking accountability sets a stage for authenticity.

And it means that you will be able to create a culture of belonging using benchmarks, from tactical ideas that ensure every member has access to virtual calls to financial strategy such as how socio-economic barriers will impact participation.

It may also involve restructuring leadership teams to have representation of various constituencies involved at the decision-making level. Your clients/staff are the professionals that promote and co-sign the value of an organization, and when things are challenging, knowing who they are establishes relationships, reciprocity and mutual purpose to pursue innovative ideas.

The third step is to define IDEA as it relates to an overall strategic plan.

To implement improved practices, reference and make goals applicable to developing organizational culture, whether that involves presenting receipts, sharing a case study or providing evidence from collected data.

Successfully emerging after a substantial health, economic crisis and social advocacy dilemma will be determined by your emphasis on being innovative. 

Resources, whether an allotment of time, commitment to change or financial investment, empower teams which is imperative for effective change that is measurable and sustainable.

The Continued Value of IDEA Is Vital

Concepts for making IDEA a priority now will stand the test of time when we face future challenges. Our willingness to collect data, conduct an assessment, gain deeper insight into those we serve and provide transparency in our report findings are the actionable skills that showcase leadership buy-in now and into the future.

So, how will your organization look in the future? What will be your IDEA success story? Do you want your company to have an ongoing record of demonstrating inclusion, diversity, equity & accessibility for your employees and the communities that you serve.

Further your commitment to achieve economic growth, moral and social justice as a business imperative and competitive edge.

DESHIELDS, Greg, CHE, CDE. June 2020. Citing References. [online]. Available from: 

https://www.linkedin.com/pulse/critical-importance-diversity-equity-inclusion-deshields-cho-che/.