Let’s start off positively: interest in equity, diversity and inclusivity appears to be surging. That’s a good thing.
But there is work to be done to ensure that these efforts are not simply performative, but rather that they drive action and tangible, meaningful results. Indeed, if DEI work is not done well, it can actually be counterproductive. Here’s how to tell if your organization’s DEI efforts suck:
- The Organization is not Thoughtful About who is Tasked With Leading the Effort.
I mean no offense to those whom mean well, or to those that are doing their best, but DEI work requires a professional. Tagging your local Black person, LGBTQ person, or woman to lead the effort — without an assessment of their training or abilities in this space — is both ineffective and offensive. You would not task someone randomly to lead a medical or legal initiative, so why DEI? Most Black people care about Black Lives Matter, Black achievement, and Black opportunity, but interest does not equal aptitude. Facilitating conversations around difficult subjects requires experience and training. When it inevitably gets mishandled by people lacking that experience, the effort is compromised and participants leave angry, sad, or feeling attacked. This is real work. Get a professional.
2. The Organization has not Committed a Meaningful Budget to DEI.
All efforts take money. And people understand that what is important to a company is financially endorsed by that company. Initiating a DEI effort to support marginalized groups, but failing to fund it, only further marginalizes them. If DEI is truly an imperative — fund it like you fund your company’s other priorities.
3. It’s an Isolated Event and not a Sustained Effort.
Too often, companies are looking for a silver bullet or magic solution. They want a one time survey, speech or event to cure all issues going forward. It doesn’t work like this. The racism, sexism and bias that people see daily is the result of centuries of regulation, policies and practice. To think those dynamics could be cured in an afternoon — or even a series of afternoons — is both unrealistic and naive. Creating and fostering inclusive environments requires sustained project management with measurable goals, just like any other effort. Good feelings and good intentions, unfortunately, won’t get good results.
4. The Inclusivity Efforts Are Not Inclusive
Who is leading your effort? In too many instances the people leading the discussions, convening the meetings, and planning the strategies to address diversity issues do not themselves reflect diversity. Successful DEI efforts are comprehensive and are not limited solely to the C-suite, HR or other limited groups. Make sure your effort is a wall-to-wall one. Effecting a culture change requites engagement, effort and commitment from the whole organization.
5. People Are Not Willing to Get Uncomfortable and Be Accountable
Correcting racism, bigotry and bias is not easy. It’s not pretty. It’s not “feel-good” and it’s not comfortable. But too often, organizations are more focused on self-congratulations for the perceived progress they have made — and keeping the conversation comfortable and safe for their leadership. Part of correcting a problem is admitting you have one. And until more people are willing to see the problem that exists — and their contribution to that problem — both individual and organizational progress will be limited.
The good news is these efforts can be successful, heightening employee belonging and engagement and bringing real value to the organization. But like all projects and initiatives, DEI efforts require time, funding, attention, and recurring assessment and adjustment. It’s an investment no doubt, but one that will benefit your organization and all of its members for years to come.