Volume 39 Number 1 | February 2025
Marionette Yvonne Agatep-Cortez, MLS(AMT), AHI, ASCLS Today Volunteer Contributor
To fully understand this topic, we ought to know the basic meanings of each of the DEIB words so we can sync deeply into our system as to why there is an incessant need to talk about this important matter within our groups, our workplaces, and our organizations.
According to Merriam-Webster Dictionary, diversity is the condition of having or being composed of differing elements; equity means fairness or justice in the way people are treated; inclusion is simply an act of including; and belonging is the act of possession.
This sensationalized topic has been written about so many times and yet it still is a concern up to this date, and we will continue to discuss it for everyone to fully understand its importance.
The great poet Dr. Maya Angelou once said, “We all should know that diversity makes for a rich tapestry, and we must understand that all threads of the tapestry are equal in value, no matter what their color.”
So, what does it mean to be diverse, inclusive, and equitable? It means actively creating an environment where people from all walks of life with a variety of backgrounds, identities, and perspectives are not only represented but also feel welcomed, valued, respected, and have equal opportunities and rights to speak freely, contribute ideas, and succeed, regardless of their beliefs, race, gender, ethnicity, sexual orientation, and ability. This essentially ensures everyone a feeling they belong, can participate freely and fully in their workplace, in their group, or in their organization. Diversity, equity, inclusion, and belonging are essential in the foundation to build and ensure a just culture.
“We all should know that diversity makes for a rich tapestry, and we must understand that all threads of the tapestry are equal in value, no matter what their color.”
– Dr. Maya Angelou
A just culture is a system that holds organizations accountable for their systems and how they respond to employee behaviors. It is a process that aims to manage human error through organizational design and behavioral choices, leading to factors that contribute to having a just culture. There should be fair and transparent processes for the evaluation of errors, the reason(s) they occurred, and determining the course of action. There should be behavioral choices to identify different types of human errors, at-risk behaviors, and reckless behaviors. There should be documentation for complaints and then learn from them to improve services. All these factors are meant for improvement and not to serve as punishment.
How can one promote a just culture on diversity, inclusion, equity, and belonging?
- Create a diverse perspective by bringing people from different backgrounds together where a wide range of ideas and experiences are considered, leading to better decision making and problem solving.
- Provide equal access and opportunity, as equity ensures everyone has the resources and the support they need to reach their full potential, leveling the playing field for historically marginalized groups.
- Develop the sense of belonging by creating an environment where everyone feels welcomed, respected, and connected to the group, fostering a sense of psychological safety.
- Reduce bias by actively recognizing and promoting fairness while addressing unconscious biases, which can prevent discriminatory behavior.
- Develop empowerment in a just culture that encourages individuals to speak up and challenge behaviors that are not aligned with inclusion values, fostering a culture of accountability.
- Create hiring practices which implement diverse recruitment strategies to ensure a well-balanced representation of different identities within an organization or workforce.
- Provide leadership development that trains leaders to recognize and address bias and promote inclusive behaviors.
- Foster open communication and create safe spaces for employees to voice concerns and provide feedback related to diversity, inclusion, equity, and belonging without a setback of being punished.
Everyone, let us embrace diversity, equity, and inclusion, which are very essential components that help to promote a sense of belonging. They focus on representation, fair treatment, and integration of individuals from diverse backgrounds and create a strong foundation to build an environment where everyone feels they truly belong. Dr. Martin Luther King, Jr., legitimized an expectation that each of us, regardless of the color of our skin, our gender, our ethnicity, our sexual identity, or our economic means, has a claim to be treated with dignity, so therefore, dignity demands a mutuality of respect.
In a survey of global executives conducted by Forbes, respondents reported that they experienced more productivity as a result of a diverse workforce. Diverse employees bring with them a range of problem-solving skills, viewpoints, and working habits. This wealth of expertise can help workplaces create better solutions, improve workflow, and level up performance.
I am proud that within my laboratory workplace we embrace a diverse cultural background, bringing valuable traditional knowledge, resulting in a better understanding in a unique working atmosphere and working with ease with co-workers. Each of us brings a unique point of view on the approach to problem solving. Everyone has the voice to participate in the discussions, which achieves better ideas and solutions, thus allowing everyone to feel important for having added value with their opinions. This matters so much, resulting in more cooperative and collaborative laboratory workers who are engaged and truly committed. That’s why we call our laboratory team, “my lab family.”
References
- https://www.merriam-webster.com
- ‘What a Tapestry WE Weave’ – Founders Day, quotes Maya Angelou
- EmployIndy, “Why Equality, Diversity, Inclusion Important in workplace.”
- Forbes Insights, “Global Diversity and Inclusion Fostering Innovation Through Diverse Workforce”
- McKinsey & Company, “What is Diversity, Equity and Inclusion?”
- https://togetherplatform.com, “How to promote diversity, equity, inclusion, and belonging in a Workplace
- https://president.georgetown.edu/1242663696896-2/, The Legacy of Martin Luther King Jr. Respecting Diversity and Inherent Dignity of Georgetown University Community
Marionette Yvonne Agatep-Cortez is a MLSII and Lead Laboratory Safety Officer at Columbus Regional Health in Columbus, Indiana.