What are some ways to create accountability and transparency in DEI decision-making?

1 What is servant leadership?

Servant leadership is a leadership philosophy that focuses on serving the needs and interests of others, rather than exercising power or authority. Servant leaders aim to empower, inspire, and develop their followers, as well as themselves, through empathy, humility, and stewardship. Servant leadership is compatible with DEI goals, as it promotes a culture of mutual respect, collaboration, and learning, where diverse perspectives and experiences are valued and supported.

2 How to establish DEI goals and metrics

One of the first steps to create accountability and transparency in DEI decision-making is to establish clear and measurable DEI goals and metrics for the organization. These goals and metrics should reflect the vision, mission, and values of the organization, as well as the needs and expectations of the stakeholders, such as employees, customers, partners, and communities. Servant leaders should involve their followers in the process of setting and reviewing DEI goals and metrics, as well as communicate them openly and regularly to the whole organization.

3 How to monitor and report DEI progress

Another step to create accountability and transparency in DEI decision-making is to monitor and report DEI progress and outcomes. Servant leaders should use data and feedback to track and evaluate the impact of their DEI initiatives and policies, as well as identify areas of improvement and challenges. Servant leaders should also share their DEI progress and outcomes with their followers and other stakeholders, using honest and constructive language, and acknowledging both successes and failures.

4 How to solicit and act on DEI feedback

A third step to create accountability and transparency in DEI decision-making is to solicit and act on DEI feedback from various sources. Servant leaders should seek input and opinions from their followers and other stakeholders on their DEI decisions and actions, as well as listen to their concerns and suggestions. Servant leaders should also create channels and mechanisms for anonymous and confidential DEI feedback, such as surveys, focus groups, or hotlines. Servant leaders should respond to DEI feedback in a timely and respectful manner, and demonstrate how they incorporate it into their DEI decision-making.

5 How to foster DEI learning and development

A fourth step to create accountability and transparency in DEI decision-making is to foster DEI learning and development for themselves and their followers. Servant leaders should recognize that DEI is a continuous journey that requires constant learning and growth, and that they are not immune to biases, stereotypes, or blind spots. Servant leaders should seek opportunities to educate themselves and their followers on DEI topics, such as workshops, webinars, podcasts, or books. Servant leaders should also encourage their followers to share their DEI stories, experiences, and insights, as well as to challenge and support each other.

6 How to model DEI values and behaviors

A fifth and final step to create accountability and transparency in DEI decision-making is to model DEI values and behaviors in their own actions and interactions. Servant leaders should demonstrate their commitment and dedication to DEI, not only in words, but also in deeds. Servant leaders should show respect, empathy, and inclusion to their followers and other stakeholders, regardless of their backgrounds, identities, or opinions. Servant leaders should also acknowledge their mistakes, apologize when necessary, and take responsibility for their DEI decisions and actions.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?