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What Strong Organizations Know About DEI

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Summary

This article explains how diversity, equity, and inclusion (DEI) programs are more than a passing fad and can be integrated into an organization’s structure. It discusses the challenges organizations face when attempting to implement DEI programs, such as a lack of buy-in, personnel issues, and the current political environment. It also explains how effective DEI programs can have a positive impact on an organization’s bottom line, employee engagement, and mission. Finally, it emphasizes that DEI should be a priority for all organizations who seek to uphold the values upon which our nation was founded.

Q&As

What percentage increase in chief diversity officer positions was seen in the US following the George Floyd killing?
170 percent

What are the main challenges to effective DEI programs?
Internally, these include the rise of telework due to the COVID-19 pandemic, a lack of buy-in across all levels of the organization, employees who may view diversity hiring as a zero-sum game, limited staff capacity, leadership transitions, and the intractability of organizational culture. Externally, the largest roadblock to effective DEI programs is the current political environment which is creating backlash and pressure among organizational leaders to reject and move away from equity as a core value.

How can organizations create a culture of belonging across all aspects of the workplace?
Organizations can start by looking for ways to engage employees in activities that enhance connectedness and strengthen workforce resilience, such as frequent check-ins, peer mentorship, and normalizing discussions around mental health. Employers must also work to ensure their policies and practices are equitable so as to realize the talents and potential of all staff. This can be achieved through ongoing employee dialogues, by addressing implicit bias, by understanding intersectionality, and by emphasizing cultural considerations regarding the relevance and appropriateness of supportive workforce activities.

How has research shown DEI programs can benefit an organization's bottom line?
Research from firms like Deloitte, McKinsey & Company, Boston Consulting Group, and BoardReady all show gains to corporate bottom lines—companies that are more diverse and inclusive are more innovative and profitable.

What steps must be taken to create a culture that supports DEI?
It starts with a focus on the people and a recognition that employees are happier and more productive when they feel connected and appreciated and when their leaders understand the importance of work-life balance. Employers can help foster those connections through recognizing the diversity of what employees bring to the work. Employers must build the psychological safety muscle allowing their team to show up and represent their identities without thought of retribution or ridicule. And organizations must embed these values across their organizational policies and practices to achieve true sustainability.

AI Comments

👍 This article provides a comprehensive and detailed overview of the impact of DEI programs on organizational success. It also provides effective strategies for implementing DEI initiatives in order to create a more equitable and inclusive workplace.

👎 This article fails to provide any practical solutions to the numerous internal and external challenges that may impede DEI efforts. Additionally, it fails to provide an in-depth analysis of the impact of DEI on the bottom line.

AI Discussion

Me: It's about the importance of DEI (diversity, equity, and inclusion) in organizations and how it can impact the bottom line. It also talks about the challenges organizations face in implementing such programs and the importance of creating a culture of belonging. It's an interesting read.

Friend: That's really fascinating! It makes sense that diversity, equity, and inclusion can have a positive impact on an organization's bottom line, but I'm surprised to hear that there has been a backlash against DEI programs in the US.

Me: Yeah, it's definitely a controversial topic. I think it's important for organizations to recognize the value that DEI can bring to their business and to invest in creating a culture of belonging. Otherwise, they risk alienating potential customers and employees who are looking for companies that share their values. It's also important to recognize the importance of intersectionality and the need to address implicit bias and power dynamics in the workplace.

Action items

Create a DEI task force to assess current DEI policies and practices and identify areas for improvement.
Develop a comprehensive DEI strategy that includes measurable goals and objectives.
Implement a training program for all staff to increase awareness of implicit bias, felt safety, and power differentials.

Technical terms

Diversity, Equity, and Inclusion (DEI): A framework for engaging an organization’s full strength and range of views, experiences, and capabilities.
Chief Diversity Officer: A position in an organization responsible for overseeing diversity and inclusion initiatives.
Implicit Bias: Unconscious attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner.
Intersectionality: The interconnected nature of social categorizations such as race, class, and gender, which create overlapping and interdependent systems of discrimination or disadvantage.
Adaptive Leaders: Leaders who consider ideas that represent a range of views and options, with an understanding that this broader knowledge base can be a positive when making important decisions.
Psychological Safety: A sense of security and trust that allows employees to show up and represent their identities without thought of retribution or ridicule.
Return on Investment (ROI): The amount of money gained or lost on an investment relative to the amount of money invested.