Disaster Recovery Journal Winter 2024

n Physical Ability and Neurodiversity : Are the perspectives of people with disabilities, whether apparent or not, accounted for? Equity refers to fair treatment for all people, so the norms, practices, and poli cies put into place ensure identity is not predictive of opportunities or workplace

outcomes. Equity differs from equality in a subtle but essential way. While equal ity assumes all people should be treated the same, equity considers a person’s unique circumstances, adjusting treatment accordingly so the end result is, in fact, equal. Equity means, ALL employees have what they need (via accommoda

tions) to work and manage their respon sibilities during significant disruptions or crisis. Inclusion refers to the experiences of the workforce and the degree to which organizations embrace all employees and enable them to make meaningful contri butions. Companies intending to recruit a diverse workforce must also strive to develop a sufficiently inclusive culture, so all employees feel their voices will be heard. You may be asking , why is DEI a concept and best practice that is rec ommended for successful operational resilience (OR), business continuity (BC), disaster recovery (DR) and other related programs? Plain and simple, because you must ensure the safety and well-being of ALL employees in the organization and ensure business operations can continue during a disruption and crisis. You cannot do that if you do not have a clear understanding and cultural considerations of ALL employees and their dynamic backgrounds. As business resilience practitioners, we are obligated to ensure all employees with known and unknown abilities, various languages, genders, races, and preferences will be safe and able to manage critical business operations during a crisis. If your organization’s structure includes a global staff, then you will need to ensure your BC/DR program takes into consideration the language and cultural norms of those employees in that specific country. Do not assume they have the same risk and crisis postures, evacua tion practices, and communication habits as your organization’s headquarters or primary country. When possible, you should verify their cultural norms and include those requirements in your BC/ DR continuity plans. If you have a seasoned staff, you will need to take this into consideration when you are developing and exercising evacuation plans. Some populations and employees with varying abilities may not be able to evacuate as quickly as you expect. Verifying and practicing will be

20 DISASTER RECOVERY JOURNAL | WINTER 2024