Many companies made statements of solidarity after the murder of George Floyd in May 2020. They promised to do better. Thousands of companies signed various commitments to do better and to build more diverse and inclusive organizations. But as the weeks and months have rolled on, we’ve seen some uptick in DEI training and workshops, plus some companies reporting better statistics, yet we continue to see data about the growing percentage of workers that are unhappy and disengaged. We saw the numbers grow in early 2022 when millions joined the “Great Resignation” and we continue to see it with the quiet quitters. Show
We still have a big disconnect on what it means to have an organization that is diverse, that creates inclusive work environments, uses a lens of equity in all it does and ultimately fosters a sense of belonging. This type of change doesn’t just happen with a few workshops or hiring a few people of color or by tokenism. So, you can imagine the shock when a client recently said “I hired you to do a DEI study, not to consult on leadership practices.” The bottom line is that DEI is about leadership. It’s about culture too. It’s about what you tolerate and what you don’t. They are fully intertwined. DEI isn’t just about having the numbers to show that your strategy is working, it’s about a feeling of belonging and appreciation. Inclusion comes down to actions and behaviors…of course it has to do with leadership. No matter how diverse your team is, your DEI efforts will never be successful without the E and the I. Ultimately, the responsibility of implementing those things falls on the shoulders of your organization’s leaders, starting with the CEO. They need to take the initiative, lead by example, and intervene when behaviors don’t align with the company values. Consider this example – have you ever experienced a situation where someone asks a question in a meeting and one of the following scenarios ensues:
I’m guessing there’s something in here that resonates, and maybe as a leader you’ve fallen prey to one of the examples above. In each of these scenarios, the various responses cause employees to feel devalued. The lack of value is facilitated by leadership when they either demonstrate these behaviors directly or fail to do anything when others demonstrate them. If you want to integrate DEI into your culture you’ll need to start embodying these leadership practices:
Many companies believe that DEI (Diversity, Equity & Inclusion) strategy is limited to hiring and workshops, but the truth is that it’s more so about day-to-day micro behaviors. The devil is in the details, and if you want to build an inclusive workplace, it will start with you – the leader. Written by Shaara Roman. Track Latest News Live on
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magazine. Why is disability status considered alongside ethnicity and gender as an aspect of human diversity in the workplace?Why is disability status considered alongside ethnicity and gender as an aspect of human diversity in the workplace? It is a protected status because people with certain disabilities may face discrimination.
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