Diversity, Equity and Inclusion (DEI) in the Social Sector

According to the Niti Aayog, the “social sector is an important sector in India and includes several important components such as education, health and medical care, drinking water and sanitation, social security, environment, food and nutrition security, women and child development, livelihoods and skill development, etc. that play a vital role in human development.”

The India CSR Network has tracked the rising trend in social sector spending over the past few years. “In FY16, the government allocated Rs. 9.15 lakh crore for social services. This amount increased to Rs. 12.8 lakh crore in FY19 and to Rs. 21.3 lakh crore in FY23.” Though the share is constant in total government spending, it does demonstrate the government’s commitment to improving the lives of its citizens.

Relevance of DEI

In a sector which exists to improve the lives of people, issues of diversity, equity and inclusion assume a sharper focus. Apart from the moral responsibility of promoting DEI, it also stands to gain by doing so.

How?

• Fair, unbiased access to services enables the most vulnerable and marginalized segments, who are the intended prime targets of the programmes, to receive support. This provides the greatest “return” to the organizations and people providing the support.
• Deliberate efforts at DEI break down cultural barriers and promote an understanding of beliefs and value systems through shared experiences. This, in turn, helps in breaking down the systemic barriers that have resulted in creating the differences that we are fighting against, hopefully making the job easier for future generations.
• Several studies point to better outcomes delivered by programmes that live the DEI values. These typically lead to greater diversity in interactions and better matching of needs and services when manmade barriers are removed.
• Providers often experience improved employee morale and a more varied and rich mix of job-seeking applicants.

Implementing the DEI culture

The proof of the pudding being in the eating, implementing a culture that promotes DEI is what the social sector needs to do.

Easier said than done, right?

No. Steps can be taken for a conscious move towards this direction.

Leadership Commitment

The organization’s leadership sets the tone for the rest. Creating policies and communicating them is the start. However, to ensure that the philosophy seeps into the organization, the leaders need to live up to it.

Indicators of leadership intent:

• Policies that give priority to DEI, embedding it into core vision and values
• Allocating budgets for support such as training, and their own time.

Composition of the workforce

This is perhaps the clearest signal of the organization’s commitment to DEI; a workforce that demonstrates it.

Indicators of promoting a diverse workforce:

• Recruiting teams that are diverse
• Focused outreach to underrepresented groups
• Professional development opportunities for the growth of staff from marginalized sections

Design and delivery of programmes

Social organizations typically rely on programmes to reach out to and address the needs of communities they seek to cater to. Hence, the design and delivery of programmes provides them with a unique handle through which their DEI credentials can be promoted and tested.

Indicators of programmes promoting DEI:

• Stakeholder involvement in the design and delivery
• Visible barrier reduction efforts, such as hours of service, distance, etc., making them accessible widely

Tracking and reporting

Good intentions are a good start. However, they need to be backed up by a system that tracks and reports on performance.

Indicators of a robust tracking system for DEI:

• Setting specific, measurable goals for DEI
• Periodic reports on performance
• A process of inviting external parties for independent audits

Embedding DEI in your social organization

While the suggestions in this article should help, getting external help can sometimes get one faster over the initial hurdles that are natural when one is trying to change something.

As a Minority Business Enterprise (MBE), Ushankk understands that diversity in talent leads to innovation and creativity in ideas and drives business growth. We are proud to collaborate with leading organizations to drive workforce diversity and inclusion.