Unless you’ve lived under a rock for the last two and a half years, you have seen, heard and/or felt the need for more diversity, equity, and inclusion (DEI) in all walks of life.
When a judicial system lacks racial diversity, then the probability of a person of color being racially profiled is heightened. When an organization unfairly pays its employees based on gender, then the probability of legal action against that company is heightened. When a team excludes contributions from those offering diverse ideas, cultural sensitivities, and economic backgrounds, then that team likely loses its ability to connect to a broadened client base and revenue streams.
In a nutshell, organizations that weave DEI into the fabric of their company culture are stronger and more advanced, financially viable, employee-friendly, and relatable to a larger client base.
As a decision maker and business leader, you may already know all of this. The main question is “how and where do I start when it comes to my club?”
It is always helpful to go back to the basics. Understanding the language around DEI initiatives is a great place for you to start and gain an understanding of the way ahead for your business.
This article is part one of two designed to get you started on the path to being an intentional and proactive player in your gym’s, studio’s, or health club’s DEI journey.
Outlined below are three key steps when starting to implement DEI:
Identify & Train Against Threats to DEI