Unsurprisingly in an age of greater equity, scrutiny, and personal awareness, four in five workers now want to work for firms that make diversity, equity, and inclusion a priority. Moreover, a whopping 90% are fully on-board with and committed to promoting the cause DEI in the workplace. Creating happier, more inclusive, and equitable companies is a systemic challenge though, with effective positive change here requiring law industry leaders to rethink the fundamental way that businesses operate from three dimensions: Workplace, workforce, and working model. That said, with 75% of workplace leaders now measuring success in terms of employee satisfaction, it's clear that it's a challenge we must rise to as we work to create more equitable and diverse workspaces.

Be advised, however: As we note in new book FUN AT WORK, the idea of "diversity" doesn't always describe something immediately visible to the naked eye, e.g. in the form of age, race, or gender. We must also actively work to promote diversity of thought, opinion, and perspective in our enterprises if we hope to be successful. As we're all-too-aware, when groupthink takes hold, you can't give your best efforts in terms of creativity or innovation, or consistently ensure that the best ideas are brought to the table. To ensure that you're championing the cause of DEI in your office, this means having to ensure that everyone on your team has the support and backing they need to routinely speak up, take action, and give their best efforts under any working conditions. Likewise, you've also got to ensure that all team members are engaged, enjoy a positive experience, and that you're providing platforms and processes for their voices to be heard.

Of course, that's easier said than done in a time of hybrid and remote working models, which can often add further hiccups. For example, finding ways to make sure that both remote and in-office workers feel valued and appreciated, that consistent HR policies and procedures are applied, and that you're observing proper safety protocols on-site. Finding ways to address proximity bias (which occurs when individuals tend to assign more opportunities and projects to the people physically closest to them vs. those out of sight) is also paramount. That means having to promote constant communication amongst your team, and utilize a host of soft skills and talents as a business leader such as active listening, emotional intelligence, and empathy.