How to Avoid a Tick Box Approach to Diversity, Equity, and Inclusion (DEI)
More than ever, companies are investing in workplace diversity, equity, and inclusion (DEI) initiatives. While some companies approach these efforts strategically, the majority appear to have jumped on the DEI bandwagon without fully understanding what DEI is, its function or how to strategically develop and implement it to cultivate real and meaningful outcomes.
At the core, workplace DEI is about creating just, equitable and inclusive cultures at work. To do this well, companies must be strategic and intentional. I have observed many companies engage in tokenistic gestures such as sending general emails about celebrating 'other' cultures or asking the one [woman, person of colour...] staff member to 'lead' an initiative or 'educate' colleagues in the workplace on 'how to...'. These gestures, while in some cases intentionally positive, are disrespectful and harmful.
Improving workplace equity and inclusion must be a company-wide approach with executive sponsorship and buy-in. Engaging in piecemeal initiatives that lead to little (if any) change is a good waste of resources and opportunity. These quick-fix approaches can also create a culture of cynicism and distrust as staff see such gestures as superficial.
Companies looking to implement DEI can invest in a process that includes:
Assess - take a look at where you are and what you'd like to achieve at all levels of the business. Ask critical questions to help you better understand where you are and where you want to go as it relates to your workplace culture. This can be achieved through DEI Benchmarking.
Engage - know that any meaningful change in the workplace requires your most valuable resource - people. Ensure that your people are the core of any strategy.
Plan - before rushing into implementation, it is vital that you plan strategically with expert guidance. Be sure to seek support and be prepared to invest resources to see it through.
Implement - when you have a vision of where you want to go and how to get there, implement the plan and ensure you invest resources in consulting from a DEI service provider. A core part of this is the research piece, and a DEI approach must be led through research to establish your diversity metrics and measure the state of inclusion.
Evaluate - what is planning or implementation without evaluation? Evaluate and learn from the experience to ensure your approaches are both impactful and sustainable in the future.
Be prepared for resistance. I have yet to work with a company with zero internal resistance. Remember that there will naturally be resistance, and be ready to acknowledge and address it. Ignoring internal resistance can hamper your efforts (remember the point above about the importance of engaging your people as core to any strategy).
Be patient and know that any change or improvement to your workplace culture will take time. Your culture is as old as the business itself, don't think you will change it 'yesterday'.
In summary, cultivating more inclusive workplace cultures only works when strategically aligned and implemented. There must be executive sponsorship with leaders engaged with and in the process. Appreciate the value of a research-led approach because it provides a roadmap from which to embark on the journey with purpose and intention.
