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Defining DE&I Common DE&I Misconceptions

Diversity, Equity, and Inclusion are mutually reinforcing Misconception: The Bar Is Being Lowered
principles. A focus on diversity alone is insufficient because an
employee’s sense of inclusion and equity is critically important. In reality, we are challenging biases about what indicators are
evidence of high talent. Using top tier schools as a filter, for
Diversity – Differences example, does not guarantee top talent. When we throw away
Diversity is the presence of a collective mixture of similarities and these filtering mechanisms and find ways to evaluate critical
differences every individual brings to the workplace. This generally thinking, behaviors associated with a company’s core values, and
includes (but not limited to) experiences, backgrounds, values, aptitude for learning, we can end up with great employees and
race, color, national origin, religion, sex, age, disability, ethnicity, create more equitable practices at the same time.
gender, gender identity, sexual orientation, socioeconomic status, Misconception: DEI Efforts Aren’t For You
veteran status, family structures, and language.
DE&I initiatives are focused on fostering a sense of belonging
Equity – Experience of Fairness and support for all employees. It also focuses on where it is most
Equity ensures everyone access to the same treatment, needed; historically, that has been with underrepresented groups.
opportunities, and advancement. Equity recognizes that Initiatives are only fully effective if allies—people from one social
advantages and barriers exist, and makes a commitment to identity who support, empower, and stand in solidarity with
identify and eliminate the barriers creating the imbalance. people from another identity group—take part in the initiatives.
Inclusion – Sense of Belonging Taking part in DE&I Initiatives as an ally helps move this
important work forward.
Inclusion is the attainment of a work environment in which
all individuals feel part of the larger group and are treated Misconception: It’s A Zero-Sum Game
respectfully, feel valued, and have a sense of belonging. Opportunity is not a zero-sum game. You can move up in your
career while helping others advance in theirs as well. The overall
focus should be on helping all employees to grow and thrive in
their careers. Because everyone is starting from a different place
in terms of experiences and opportunities they have had access
to, we need to provide extra focus on identifying and clearing the
barriers that some may experience.

First Step to Success

In support of our efforts, we have invited a respected outside party, My HR Consultant, to assist us in conducting a focused,
organization-wide DE&I environment assessment. The goal of this assessment is to gain a better understanding of your perceptions
and workplace experiences specifically related to DE&I at MIL. Your input will help us to ensure MIL is a place where all employees
feel valued, accepted, and included.
Measuring the Reality of Where We Stand

As part of this work, My HR Consultant, will administer a survey as well as conduct interviews and focus groups. The survey, scheduled
to be released in January 2021, will specifically evaluate perceptions of diversity, fairness, belonging, safety, and being valued and
accepted in the workplace. It will also include questions related to demographics to enable My HR Consultant to analyze the data
collected in a variety of ways. Although voluntary, we strongly encourage you to complete all parts of the survey. It is completely
anonymous, and your responses will not be individually identifiable because we want you to feel safe in sharing your honest opinions
and experiences. To ensure the anonymity of your feedback, MIL will defer to My HR Consultant to review the results and interpret the
findings, which will also be shared with you.
Another survey? (Just one more, we promise) Addressing the Reality of Our Results

In completing the most recent workforce surveys (“Great Place to My HR Consultant will use the results of the survey to identify which
Work” and “Top Workplaces”), you provided data that provided employee segments to include in focus groups in early March 2021.
us exceptional insight into numerous aspect of working at MIL The DE&I focus groups are designed to gather direct feedback and
such as your Trust Index with us as an employer, how you feel perspectives of employees from various demographic backgrounds,
empowered by your leadership team, your perception of growth in their own words, to further understand their perceptions
and development opportunities, and your overall satisfaction and experiences regarding DE&I. You can expect to see further
with MIL as a workplace. In contrast, the DE&I survey is geared communications immediately after the New Year regarding the launch
towards producing internal plans and actions, specifically to of the DE&I survey. Your thoughts, experiences, and especially your
address and improve DE&I at MIL, to ensure we walk-the-walk voices are a critical part of this process. We hope you will actively
and empower our motto, People Making the Difference. We have participate and join us to ensure MIL is, and remains, a diverse,
already confirmed MIL is a “great place to work” in a number equitable, and inclusive workplace where all of us feel valued and feel
of areas but it is imperative that we are open and transparent to equal.
this inwardly focused feedback from our most critical assets, our winter 2020 | The MIL Connection | 9
employees.