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DEI Commitment Starts at the Top: How the C-Suite Can Exemplify Support

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Summary

This article discusses how executives and senior leaders can contribute to creating a workplace culture that values diversity, equity, and inclusion. It suggests that executives should model inclusive leadership by embracing Deloitte's six signature traits of inclusive leadership and advocating for DEI in the workplace and beyond. Furthermore, executives can demonstrate their commitment to DEI through personal behaviors, such as executive sponsorship of an ERG, and through corporate integration, such as tying DEI goals to compensation and bonuses.

Q&As

How can executives and senior leaders take an active role in modeling DEI?
Executives and senior leaders can take an active role in modeling DEI by leveraging their voice to advocate for DEI within their industry and also in the broader community, modeling inclusive behavior and making a conscious commitment to DEI in their actions and decisions, and embracing Deloitte’s six signature traits of inclusive leadership.

What are the six signature traits of inclusive leadership?
The six signature traits of inclusive leadership are cognizance, curiosity, courage, cultural intelligence, commitment, and collaboration.

What are some examples of personal behaviors that demonstrate executive commitment to DEI?
Examples of personal behaviors that demonstrate executive commitment to DEI include executive sponsorship of an ERG, participation in DEI-related events, and upgrading their learning through personal study of their power/privilege.

How can executives integrate DEI into their departments’ products and outcomes?
Executives can integrate DEI into their departments’ products and outcomes by holding their teams accountable for producing inclusive campaigns and market analysis focused on underserved communities, and issuing an ‘acceptable use’ policy on how their products should not be used to further misinformation.

How can tying DEI goals to executive compensation incentivize improved performance?
Tying DEI goals to executive compensation can incentivize improved performance by holding executives and their teams accountable for meeting DEI goals and tying those goals to their compensation and bonuses.

AI Comments

👍 This article provides great advice on how executives can model inclusive behavior and make a conscious commitment to DEI in their actions and decisions. It is a great resource for organizations looking to create a more diverse and inclusive workplace.

👎 This article fails to address structural racism and other systemic issues that are preventing organizations from achieving true diversity, equity, and inclusion.

AI Discussion

Me: It talks about how executives and senior leaders can actively contribute to diversity, equity, and inclusion initiatives in their organizations. It's important for executives and leaders to model inclusive behavior and make a conscious commitment to DEI in their actions and decisions.

Friend: That's really important. If executives and senior leaders don't make DEI a priority, then the rest of the organization won't take it seriously. It's important for leaders to show their commitment through personal behaviors and corporate integration.

Me: Exactly. They can do this by sponsoring ERGs, participating in DEI-related events, and studying their power/privilege. They can also be held accountable for meeting DEI goals by tying their compensation and bonuses to them. That will show that they are serious about DEI and it will set a good example for the rest of the organization.

Action items

Develop a plan for executive sponsorship of an ERG and participation in DEI-related events.
Create an “acceptable use” policy for products and services that outlines how they should not be used to further misinformation.
Tie executive and team compensation and bonuses to meeting DEI goals.

Technical terms

DEI: Diversity, Equity, and Inclusion.
Chief Diversity Officer: A senior executive responsible for leading initiatives to create a more inclusive and diverse organization.
ERG: Employee Resource Group. A group of employees from a company or organization who share a common interest or background.
Inclusive Leadership: A leadership style that values diversity, equity, and inclusion and actively works to dismantle systemic barriers.