Studies show diversity in the workplace benefits organizations. Innovation, creativity, and productivity are just a few benefits. Diversity can also create tension. If differences aren’t respected, they can even become sources of conflict. That’s why inclusion matters just as much as diversity. DEI (diversity, equity, and inclusion) efforts seek to harness the strengths of diversity and make the workplace an equitable, inclusive space. Activities can help. To ensure success, facilitators and organizers should always consider things like visual needs, physical mobility, and dietary restrictions. For an activity to work, everyone needs to be able to participate. Here are 13 diversity activity ideas:
#1. Committee-led panels
An effective DEI program requires a committee. If an organization doesn’t establish a committee, DEI efforts tend to fall by the wayside or on the shoulders of the 1-2 employees most interested in DEI. Committees better equipped to enforce DEI goals and initiatives. Every quarter or so, the committee can lead a panel event where members update everyone on DEI initiatives and events.
What does a successful panel look like? There are many ways to run a panel, but at its core, it’s a structured conversation with multiple perspectives. They’re good compliments to presentations and keynote speeches. Moderators play an important role, too, so the committee should be sure to choose a moderator with experience.
#2. Town halls
Town halls are meetings open to everyone in an organization, regardless of where they fall on the hierarchy. The purpose is to share information first-hand with all employees, let employees of all levels interact, and open management to direct feedback. At a DEI-focused town hall, management should emphasize the importance of DEI efforts and empower all employees to work together to achieve diversity and inclusion goals.
Because town halls involve so many people, they can be complicated. Organizers should plan carefully to prevent any technical or logistical mistakes, poor time management, dull information, or irrelevant content.
#3. Movie clubs
Movie clubs are often easier than book clubs. Watching a movie takes significantly less time than reading a book, which increases potential interest and the likelihood of participation. An organization can enhance its DEI efforts and encourage emotions like empathy and understanding through curated films and discussions. Movies can also make diversity and inclusion more entertaining!
For convenience, many organizations will need to host movie clubs virtually or have virtual options. They should be sure to invest in the proper technology and qualified professionals who can provide a smooth experience.
#4. Guest speakers
Guest speakers are a great compliment to regular DEI initiatives and policies. They can offer diverse perspectives, inspirational messages, and unique insights that break up what can feel like the mundane, everyday work at an organization.
When choosing a speaker, there are a few factors to consider, such as budget, audience, and the event’s purpose. Budgeting can often be the trickiest part. You want to pay a guest speaker what they’re worth, but many organizations make the mistake of paying high speaking fees while cutting their own DEI budgets. Don’t forget that the DEI efforts within the workplace are more important than an impressive guest speaker.
#5. Inclusive language training
A workplace can exclude or include members of the workforce with the words it uses. Inclusive language demonstrates respect and belonging to everyone. Because language is fluid, it’s important to keep the workforce on the same page about the words they use. Inclusive language training helps explain the importance of language to DEI efforts, workplace safety, intersectionality, belonging, and much more.
Inclusive language training can be a fraught area. There aren’t always clear-cut rules because language is deeply personal. It’s arguably more important to emphasize values like respect and dignity than specific do’s and don’ts. When done properly, inclusive language training is essential to a welcoming workplace.
#6. What This Day Means To Me
For the “What This Day Means to Me” activity, team managers gather with their employees and discuss what days over the next month are important to them. Employees get the chance to explain what religious days/holidays mean to them and share personal stories if they like. Conversations like this increase cultural understanding among a team. Team managers should then consider giving these employees the days off. To be fair to everyone, holiday policies should be flexible and non-discriminatory.
“What This Day Means” meetings should happen before team managers plan other events for the month. It’s less of an “activity” than some other ideas on this list because respecting holidays/important days is not optional. Coming together as a group to discuss it, however, can be a great opportunity to learn more.
#7. What Respect Means
The “What Respect Means” activity is simple. Participants gather in a room and talk to a coworker. It’s better if they talk to someone they don’t know well. They should introduce themselves and then talk about what “respect” means to them. How do they define respect? What are some examples of respect in a workplace setting? Each person should get a chance to speak without interruption.
When everyone is finished talking, the group should come together. The moderator will go around the room and ask everyone about the different examples that came up. Are there similar examples? Or examples that people may not have thought about before? Through the responses, the participants will get a well-rounded idea of what respect means to different people. In future interactions, people are more aware of what behavior or words their coworkers consider respectful or not respectful.
#8. Walk of Privilege
For the “Walk of Privilege” activity, a group meets in a room with enough room to walk around. Everyone starts a few steps away from the wall. The moderator will then begin saying different general statements. For statements like “People with my sexual identity have always been able to get married,” the people who answer “yes” should step forward. When hearing a “negative” statement like, “I had to take out loans for my education,” a person to whom this applies steps backward. When all the statements are read, participants will be in different places in the room. There will be people who have stepped forward most of the time, while others have stepped back more. Some might even be against the wall.
The goal of this activity is to give participants an idea of what privilege looks like. This is a higher-risk activity because people are revealing personal information. It should only be offered if the group trusts each other. Also, keep in mind that this activity requires people to stand and step forward and backward. If someone in a group is unable to do this, the activity should be modified or swapped out for something else.
#9. A potluck
Sharing food is one of the most powerful ways for people to connect. In an office setting, choose a day where everyone in the group brings in a dish from (or inspired by) their culture. Everyone has varying levels of cooking and baking skills, as well as free time, so food doesn’t need to be homemade. People should also feel free to bring appetizers, main meals, snacks, or desserts. During lunch, people should get a chance to explain their dish and why they chose it.
Since this activity involves food, moderators need to consider dietary restrictions. If people are on board with a potluck, there should be options for those with food allergies and personal/religious restrictions. Everyone should be aware and respectful of restrictions.
#10. I Am, But I’m Not
The “I Am, But I’m Not” activity is rooted in listening, not discussing. Moderators should make that clear at the beginning. Everyone in the group should get a sheet of paper with two columns. One column should read “I am” while the other one says, “But I am not.” On the “I am” side, people should write in what they identify as. On the right side, they should write the things that don’t apply to them but might be assumed because of biases and stereotypes. When people are finished writing, they should read out their responses. People may be tempted to chime in or even get defensive, but the moderator should make sure no one gets interrupted.
This activity can be challenging. The group should have been through other diversity activities together and established trust. While some of the stereotypes might be held by people within the group, it’s best to avoid calling out any specific names. An experienced moderator should facilitate.
#11. Mentoring programs
Mentoring relationships exist between two people – a mentor and a mentee. The mentor provides knowledge, experiences, and skills to the mentee. The focus tends to be on professional development, but mentorships are typically more flexible and open-ended, depending on what both people want. Mentorship can play a vital role in DEI efforts as it strengthens relationships and helps promote employees from minoritized backgrounds.
Reverse mentoring has also gained some steam in workplace settings. With this type of relationship, the less experienced person fills the role of mentor. They help their more experienced counterpart with newer technologies and trends, while the more experienced person shares their knowledge, too. Ideally, any mentorship relationship should be based on collaboration.
#12. Classes
Many organizations and universities offer classes focused on DEI and related topics. Organizations can provide classes on a mandatory or voluntary basis to employees. These classes can go more in-depth than a 1-day training and encourage more active participation.
DEI classes and certificates are available online on learning platforms like Coursea, edX, and LinkedIn. To ensure classes aren’t a burden on employees, the organization should pay any required fees. If the class is mandatory, participants should also be paid for their time.
#13. Employee resource groups
Employee resource groups (ERGS) are teams of people who gather based on shared experiences and identities. When among people like them, employees feel more comfortable being themselves, discussing any issues they’re experiencing at work, and improving their communication. ERGS are employee-led.
ERGS can be organized in a variety of ways. Types include groups with shared cultures or ethnicities, disabilities, gender, age, sexual orientation, and so on. Employees can be part of multiple ERGS at the same time. What are some common challenges with ERGS? They may make different groups feel detached from one another. ERG leaders may also feel overworked because leading a group is voluntary and doesn’t come with increased pay. The most successful ERGs have high participation, support, and clear ideas about their purpose.
