What's HR got to do with it? HR's role in DEIB
I often talk about the role of HR in leading DEIB initiatives in the workplace. And here's why HR is so crucial in this effort:
HR has the expertise: HR professionals are trained in a range of areas, including employment law, employee relations, and diversity and inclusion. This expertise can be invaluable in leading DEIB initiatives, as HR can help to navigate complex issues and ensure that policies and practices are in line with legal requirements.
HR is a neutral party: HR professionals are often seen as neutral parties, which can be helpful when it comes to DEIB initiatives. They can facilitate conversations, provide support, and act as a resource for employees without being seen as biased or partisan.
HR has a unique perspective: As the primary point of contact for employees, HR professionals have a unique perspective on the culture and dynamics of the organisation. This can be particularly valuable when it comes to identifying areas for improvement and implementing DEIB initiatives.
Overall, it's clear that HR has a crucial role to play in leading DEIB initiatives in the workplace. By leveraging their expertise, neutral perspective, and unique perspective, HR can help to create a more inclusive and equitable workplace for all employees.
