Diversity, Equity and Inclusion is not a one-time event, such as annual compliance training, but it’s an act or movement that requires continuous effort that demonstrates to employees, customers, investors, suppliers, boards of directors, community members and government entities that you are an organization that is committed to promoting and maintaining an inclusive work environment. Unfortunately, what is happening across many organizations is more of a watered-down DEI effort in which leaders are doing “just enough” to say DEI matters. These “check the box” activities are seen by your stakeholders, and if left untreated, could damage the organization’s reputation, and cost you your most valuable asset – your employees.
Ensuring DEI remains centered at your organization requires a proactive, comprehensive, and holistic approach. Below are some tools and strategies that can help:
Create and Maintain Open and Respectful Communication: Communication begins with a good faith approach. Leaders should encourage open dialogue where employees can express their perspectives and concerns. It’s important that when leading in this space, leaders need to be mindful and create a safe and inclusive space for individuals to share their experiences and feelings without fear of retribution. Active listening and empathy are crucial in fostering, understanding, and building bridges.
Mediation and Facilitation: One of the reasons some organizations shy away from DEI initiatives is because they don’t want people to “feel” uncomfortable or they fear that internal conflict could arise. In this case, if conflict does arise, consider engaging a neutral third-party mediator or facilitator with expertise in DEI issues. They can help guide discussions, manage power dynamics, and facilitate constructive conversations toward resolution and mutual understanding.
Training and Education: Provide ongoing DEI training and education programs for employees at all levels of the organization. This can raise awareness, enhance cultural competence, and foster a shared understanding of the value of diversity and inclusion. The training initiative should focus on promoting empathy, understanding biases, and developing skills for effective communication and conflict resolution.
It’s essential to tailor these tools and strategies to your workplace’s specific needs and dynamics. One of the common downfalls to DEI initiatives is a cookie-cutter-one-size-fits-all approach. Enlist the assistance and expertise of an experienced DEI consultant, as they can provide valuable guidance and support in addressing, navigating, and resolving DEI-related topics.