Our AI writing assistant, WriteUp, can assist you in easily writing any text. Click here to experience its capabilities.
How to save DEIB from budget cuts: Keep it hidden in plain sight
Summary
In the face of budget cuts and layoffs, HR leaders are finding creative ways to maintain DEIB initiatives, which are increasingly being viewed as an inflammatory topic. Rather than isolating DEIB initiatives through a dedicated line item, they are weaving DEIB into everyday business operations, embedding it into organizational culture, integrating it into employee training, creating employee resource groups, and making it measurable. These strategies help to make DEIB part of an organization's everyday culture and sensibilities, and are helping to budget-proof DEIB initiatives.
Q&As
How can HR leaders protect their DEIB initiatives during budget cuts?
HR leaders can protect their DEIB initiatives during budget cuts by weaving them ever-more tightly into everyday business operations and by hiding them in plain sight.
How can HR leaders make DEIB an authentic part of organizational culture?
HR leaders can make DEIB an authentic part of organizational culture by embedding DEIB values into everyday business practices and company culture, integrating it into employee training, creating employee resource groups (ERGs), and making it measurable for employee job descriptions.
What strategies are HR leaders using to maintain DEIB's visibility?
HR leaders are using strategies such as embedding DEIB values into everyday business practices and company culture, integrating it into employee training, creating employee resource groups (ERGs), and making it measurable for employee job descriptions to maintain DEIB's visibility.
How can HR leaders create employee resource groups (ERGs)?
HR leaders can create employee resource groups (ERGs) by providing a framework and support for employees to form them and by investing in the success of their ERGs.
How can DEIB be made measurable for employee job descriptions?
DEIB can be made measurable for employee job descriptions by setting annual DEIB goals and appropriately reviewing and acknowledging employee performance for how they contribute to reaching those goals.
AI Comments
👍 This article provides great insight into how HR leaders can protect DEIB initiatives even when faced with budget constraints and a divisive US social and political landscape. It highlights numerous strategies that can be used to make DEIB an integral part of organizational culture and employee training.
👎 This article fails to provide concrete examples of how HR leaders have successfully implemented DEIB initiatives within their organizations. Additionally, it does not address how to measure the success of DEIB initiatives or how to ensure that they are not merely performative.
AI Discussion
Me: It talks about how HR leaders are trying to keep DEIB initiatives alive in their organizations, even in the face of budget cuts and negative public perception. They're doing this by folding it into day-to-day operations, embedding it into the organizational culture, integrating it into employee training, creating employee resource groups, and making it measurable.
Friend: That's really interesting. It seems like a smart way to keep DEIB initiatives alive without having to rely on large financial investments.
Me: Absolutely. It also highlights the importance of making DEIB part of the organizational culture and not just an isolated initiative. It's about making diversity, equity, and inclusion a fundamental expectation of all employees, not just a "one-off" effort.
Action items
- Research and implement employee training programs that focus on DEIB values and communication styles.
- Create employee resource groups (ERGs) to foster a sense of community and belonging among employees.
- Incorporate DEIB into job descriptions and set annual DEIB goals to make DEIB part of organizational norms.
Technical terms
- DEIB
- Diversity, Equity, Inclusion, and Belonging.
- HRD
- Human Resources Director.
- ERG
- Employee Resource Group.