Diversity, equity and inclusivity (DEI) are three words that may sound familiar. Whether it’s at work, on social media, or in our day-to-day, DEI is a prominent topic of discussion. While we all acknowledge the significance of embracing diversity, championing equality, and fostering inclusivity, the real question beckons: do we know what the principles, philosophy, and culture of DEI look like in the workplace?
- Diversity is the acknowledgement of individual differences, encompassing both visible and non-visible aspects, such as colour, ethnicity, abilities, age, gender, beliefs, interests, sexual orientation, and opinions1
- Equity means providing equal access, treatment, outcomes, and impact. It ensures every individual has an equal opportunity, without being disadvantaged by their background, personal identity, or experiences1
- Inclusivity involves fair and empowering practices that embrace differences, allowing individuals to be themselves, achieve their full potential, and thrive1
Diversity is a mix and inclusion is making the mix work.” – Andrés Tapia
Promoting and delivering a culture of DEI in the workplace creates a collaborative working environment where individuals are empowered to reach their full potential.1 If you’re reading this blog, chances are you share a connection or interest in the world of medical communications (med comms). Whether you’re already a part of this industry, aspiring to join, or benefitting from its services, let’s explore how DEI in the workplace can be a game-changer.
The power of diversity in med comms
In the unfolding narrative of diversity and inclusion, a 2021 survey of 122 respondents in pharma and healthcare communications painted a vivid picture:2
- While over half of the companies are actively increasing diversity in their teams, this is not reflected at the leadership level
- 15-30% of participants find themselves unable to speak up and voice concerns when faced with a culturally inappropriate situation
- More than a third of participants express a sense of being held back by factors other than their skills, ability, knowledge, or experience
So, the journey towards true DEI in the med comms industry continues, and we have a long way to go.
The differences in our backgrounds and life experiences serve as a treasure trove of strengths, perspectives, knowledge, and creativity. Therefore, investing time and effort to unlock the power of DEI will undoubtedly enrich the world of med comms, with each member contributing a unique hue to the med comms colour palette. An added advantage of increased diversity is appealing to fresh talent, ensuring hidden medical writing gems don’t go unnoticed or overlooked.
A transformative journey to improve DEI in med comms will ultimately lead to teams delivering:
- Boundless creativity and innovation
- Sharpened problem-solving capabilities
- Streamlined decision-making prowess
- Increased adaptability and flexibility
The role of equity in med comms: Enhancing productivity
The Equality Act 2010 lists nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation. Discriminating against employees based on any of these is unlawful.3
Irrespective of protected characteristics or unrelated traits, providing every employee with an equal opportunity to succeed can positively impact engagement and performance. Opportunities for expressing ideas, addressing concerns, promotion, and career progression should be blind to personal circumstances. For example, ensuring that someone with family responsibilities, like having a baby at home, is not denied the same chance for promotion as their colleagues.
Embracing a true sense of camaraderie through promoting equity can help individuals feel like they are integral components of a med comms team. DEI not only acts as a powerful antidote to biases and discrimination, but also serves as a catalyst for enhancing job satisfaction and productivity.
The strength of inclusivity: The key to elevating med comms
While diversity and inclusion are often part of the same discussion, it’s crucial to recognise that diversity related to the differences between individuals, whereas inclusion is about respecting those differences. Knowing that these differences are recognised and appreciated enables everyone to contribute authentically and feel like they are an invaluable member of the wider med comms team.1
The key to DEI lies not just in recognising, but embracing, that employees have a life beyond their work. Fostering an environment that champions a healthy work-life balance and flexibility is an integral part of cultivating a culture where individuals do not just occupy a job title or position, but actively thrive in them.
To achieve true inclusivity, all team members should feel welcomed and supported, and open dialogue should be encouraged, so thoughts and ideas can flow freely. Through innovation and creativity from diverse voices and retention of top talent, inclusivity has potential to improve business outcomes, leading to immense growth and success.
Navigating hurdles on the path to diversity, equity and inclusion success
As with all new workplace initiatives, implementation of DEI does not come without its challenges. Some of the most common barriers may include:
Unconscious bias and stereotypes – Humans tend to form opinions about others without having enough relevant information – not just in the workplace, but in our personal lives too. It takes just one tenth of a second to form an impression of a stranger from their face, and even with prolonged exposures, these impressions do not tend to alter significantly.4
The types of unconscious bias that we are susceptible to include:5
- Affinity bias: Feeling a connection to those similar to us
- Perception bias: Stereotypes and assumptions about different groups of people
- Halo effect: Projecting positive qualities onto people without actually knowing them
- Horn effect: Having an overall negative impression of someone based on one unfavourable trait or characteristic
- Confirmation bias: Looking to confirm our own opinions and pre-existing ideas
Dealing with resistance to change – While many professionals embrace initiatives to enhance DEI in the workplace, others may be resistant. According to Havard Business Review, understanding the reason for any reluctance may make DEI more effective:6
- DEI initiatives can involve significant organisational changes, which may be perceived as disrupting established practices and may feel challenging to already time- and resource-stretched team members
- Employees may fear that past achievements are a result of inequality rather than skill, and that in the future, opportunities to progress and succeed may dwindle. This can lead to defensiveness, denial, and distancing from conversations about discrimination or inequality
Navigating conversations around implementing DEI requires a nuanced approach. An understanding that our diverse life experiences intricately shape our perceptions and reactions can help resolve resistance to DEI.
Navigating cultural differences and communication barriers – A diverse workforce can pose cultural and communication challenges.7 A multicultural team can be more predisposed to misunderstandings due to stereotypes, language or accent nuances, and diverse communication styles.
Cultural diversity extends beyond the visible spectrum, therefore being considerate of different faiths, for example, by accommodating requests for religious holidays, is a way to commit to improving DEI.
The more we engage in dialogue and open communication, continuously educating ourselves and our colleagues, the more these principles engrain themselves as integral facets of our workplace culture. Providing DEI-related training can be profoundly beneficial for all employees so that the emphasis is not on singling out, shaming, or blaming individuals, but on fostering an environment of awareness, understanding, and growth.8
Pioneering the DEI movement
While the significance of DEI is increasingly acknowledged by companies and workplace environments, we cannot assume that everyone inherently knows how to embrace these principles. Leadership teams carry the responsibility of actively providing information and support to empower their team to implement and sustain a high level of DEI.
Forbes presents five possible approaches to cultivate DEI:9
- Lead with clarity and example: Pave the way by setting clear expectations and embodying them in the workplace
- Encourage cultural curiosity: Actively learn about different cultures and backgrounds
- Create intentional safe spaces: Form a workplace culture where dialogue can flourish, ensuring that every voice is respected
- Set regular employee check-ins: Establish consistent engagement, checking in with all team members to foster connection and understanding
- Showcase different cultures: Encourage a vibrant exchange of cultures in the workplace, promoting an atmosphere where diverse backgrounds are celebrated
Empowering managers to educate and implement any required measures to enhance DEI is paramount. Leading by example becomes not just a core competency or a tick-box exercise, but a cultural ethos. Setting tangible goals and targets for DEI initiatives, for example, committing to increasing the representation of people from minority backgrounds in management roles by 25% in the next two years, can also increase accountability. Meaningful, measurable, and achievable goals ensures that DEI principles resonate across all levels of a med comms agency.
Diversity, equity and inclusion: A promising future
DEI in the workplace is fundamental to building robust, joyful, and highly productive teams. As we step into the future, workplace strategies and initiatives need to be continuously re-assessed to ensure they stay relevant in the evolving political, social, and economic landscape. For example, the COVID-19 pandemic, racial and systemic inequalities, changes to legislation that affect the rights of certain groups of people, and the economic recession have been significant factors in determining current DEI trends.10
A handful of these DEI trends that have been implemented in response to global events are:10
- Implementing an increasingly remote workforce
- Embracing diverse gender identities and expressions
- Hiring diversity professionals to champion DEI
- Prioritising employees’ mental health
- Establishing a multi-generational workforce
Staying attuned to these trends isn’t just a strategic imperative, but a commitment to building a med comms industry that reflects the diversity we see in the world around us.
The shift towards embracing remote work empowers employees who are navigating their professional lives with unique personal circumstances and family commitments. Companies are no longer restricted by geography and can hire individuals based on talent, thereby enhancing the value, intelligence, and capabilities of the team.
The rise of technology is also likely to champion DEI in the workforce, with artificial intelligence (AI) emerging as a pivotal tool. For example, AI can play a transformative role in the recruitment process by removing personally identifiable information to anonymise applications. AI can also create a standardised interview process, ensuring that all candidates are evaluated based on the same criteria. However, careful monitoring is necessary to prevent the development or perpetuation of biases within AI systems. Human oversight and ethical considerations are crucial to ensure that AI is used responsibly and in alignment with DEI goals.
Summary: DEI is integral to our personal and professional lives
This blog endeavours to shine a light on the significance of DEI within the med comms industry. As an Indian woman living in the UK, I intimately understand the nuances of being perceived as a minority. While working as a medical writer, observing people in leadership and decision-making positions champion DEI initiatives is inspirational and fundamentally empowering. The diverse experiences that DEI brings to the forefront, with my voice being one of them, makes me feel emboldened to articulate my perspective and confident that my views will be respected. In a world that forces individuals from diverse backgrounds to feel excluded and inadequate, I know first-hand how being part of a welcoming, supportive, and open-minded team can create a sense of acceptance and pride for the background and culture you represent. After all, there is no better feeling than one of belonging.
Beyond the workplace, it’s worth recognising that the principles of DEI are equally pertinent in our day-to-day activities. Whether through navigating our profession, engaging with other individuals in our personal lives, or imparting wisdom and learnings to the next generation, DEI should become second nature and seamlessly integrate into our thoughts and daily interactions. A spirit of kindness and compassion underpins DEI, and embracing these qualities will create a world where everyone can feel empowered to be who they really are.
DEI: The Word Monster Way
Step into the Monster workplace – a diverse and collaborative community that thrives on openness, empowerment, and flexibility. We cultivate a unique thriving culture that creates a great place to work and delivers top-notch results.
Every voice is heard, valuing each team member’s perspectives and insights.
Our award-winning, life-first ethos and innovative ‘Work from Anywhere’ attract and nurture the most talented people from across the globe.
We celebrate our team’s differences and actively embrace their diversity with varied backgrounds and life experiences that bring wide-ranging strengths, views, knowledge, and creativity.
At Word Monster, remote working meets virtual reality (VR), bridging distances and enabling our teams to interact daily, as if they were sharing the same physical space. This virtual connectivity and inclusivity make everyone feel included and readily accessible.
References
1. The Chartered Institute of Personnel and Development 2023. Equality, diversity and inclusion (EDI) in the workplace. https://www.cipd.org/uk/knowledge/factsheets/diversity-factsheet/#Whatis Accessed: January 2024.
2. PM Society Diversity & Inclusion Interest Group. Diversity and inclusion in pharma and healthcare communications. https://pmsociety.org.uk/diversity-and-inclusion-in-pharma-and-healthcare-communications/ Accessed: January 2024.
3. Equality Act 2010. https://www.legislation.gov.uk/ukpga/2010/15/contents Accessed: January 2024.
4. Willis, J., & Todorov, A. (2006). Psychological Science, 17(7), 592–598.
5. Applied. The science behind unconscious bias – and how it affects hiring. https://www.beapplied.com/post/unconscious-bias-explained-and-how-it-affects-hiring Last accessed: January 2024.
6. Harvard Business Review. To overcome resistance to DEI, understand what’s driving it. https://hbr.org/2023/03/to-overcome-resistance-to-dei-understand-whats-driving-it Accessed: January 2024.
7. Sokolova S. How culture and diversity impacts business communication. https://www.linkedin.com/pulse/how-culture-diversity-impacts-business-communication-siyana-sokolova/ Accessed: January 2024.
8. HR DIVE. How to overcome employee resistance to DEI efforts. https://www.hrdive.com/news/how-to-overcome-employee-resistance-to-dei-efforts/610119/ Accessed: January 2024.
9. Forbes. 18 ways leaders can foster organizational appreciation for diversity. https://www.forbes.com/sites/forbescoachescouncil/2023/06/13/18-ways-leaders-can-foster-organizational-appreciation-for-diversity/?sh=30cc95d47c47 Accessed: January 2024.
10. Vantage Circle. 10 best diversity and inclusion trends in 2023. https://blog.vantagecircle.com/diversity-and-inclusion-trends/ Accessed: January 2024.