ABIDE, By What?

Sometimes, organizations serve up more alphabet soup for breakfast, lunch, and after work happy hours than they do careful plans for implementation - especially when it comes to targeted universalism and creating meaningful definitions for what that looks like within their sphere. 

Here at NORMS, we don’t offer the whole alphabet when it comes to curating a work environment for all people. Just five simple letters: ABIDE. Accessibility, Belonging, Inclusion, Diversity, and Equity.

You may be familiar with the framework already. You may be tired and disinterested in another methodology around such a hot button issue. But let us breakdown why this particular frame really does work. 

Accessibility

We start with something that we all take for granted - that all our buildings, programs, tools, everything is accessible. But when a candidate can’t even go through the hiring process because their disability is under scrutiny by HR, it’s not just a Title VI Civil Rights or a Title II Americans with Disabilities Act issue - it’s an accessibility issue. When we make all aspects of the organization accessible - from ADA approved door openers, ramps, and desks with wheelchair access to transparent hiring practices, ensuring documents are screen reader friendly, and sharing PowerPoints ahead of meetings - we create spaces of employment for ALL people. Where does your organization land on the scale of accessibility?

Belonging

Although they look similar in practice, belonging and inclusion ARE different. Let’s look at definitions, for a start. Here are three of my favorites from the New Oxford American Dictionary: 

1. to be a member or a part of

2. to fit in a specified place or environment

3. have the right personal or social qualities to be a member of a particular group

When we look at belonging at big companies and small organizations alike, the second and third definitions become particularly important. Have you ever worked a job where you didn’t have qualities that seemed to demonstrate fit? Does your current organization require people have certain qualities?

Inclusion

Just as belonging is defined above, here’s one for inclusion: “the practice or policy of providing equal access to opportunities and resources for people who might otherwise be excluded.” If you’ve noticed the pattern to this point, each of the practices in this framework build upon one another. When you can access your workspace, you are more likely to feel you belong and policy and practices provide for you and your colleagues to do your best in that environment. How can your organization become more inclusive? More specifically, how can you shape implement practices and policies that ensure inclusion?

Diversity

Some people think they’ve demonstrated diversity when there are enough ethnicities, nationalities, races, and languages represented in a room. To an extent, it is true that this technically represents diversity. However, until accessibility, belonging and inclusion are in place, diversity and equity don’t mean much. And don’t even think to hire people expecting them to do that labor on your behalf. This is where a lot of organizations with employee resource groups get it wrong. There are better practices - NORMS can help.

(A+B+I+D)=Equity

When you truly want an equitable work space, you can’t afford to write umbrella policies or send your HR professionals out to conferences hoping they’ll source a viable solution. Equity is a practice - no one gets it right the first time or the second. And because it’s a practice, that means there are plenty of people to learn from and guide your organization to become the kind of space in which everyone wants to work. Remember, accessibility, belonging, inclusion, and diversity are the building blocks of equity in the workplace. 

This is part of the way we make it easier for your employees to ABIDE in your organization - to find their place, their voice, security, and satisfaction at work. Almost one-third of our lives are spent working - what can your company do to make that time better spent?

Did something in this blog resonate with your equity journey at work? Is your organization striving toward targeted universalism? Have you already tried and you’re coming up short of your goals? Drop a line at nereidssolutions@proton.me or check out nereidssolutions.com for more information about my work and how I can support your organizational needs.