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What do you do if your diversity and inclusion initiatives are lacking emotional intelligence?

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When it comes to staff development, emotional intelligence is the foundation of any successful diversity and inclusion initiative. If you've noticed a disconnect or insensitivity within your organization's efforts, it's crucial to address these shortcomings. Emotional intelligence refers to the ability to understand and manage one's own emotions, as well as recognize and influence the emotions of others. It's a skill that can significantly enhance how diversity and inclusion policies are perceived and implemented.

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Paul Eder, PhD

I Lead You to New Insights | Strategy Consulting, Artificial Intelligence, & Data Innovation | Author of FIRESTARTERS

1 Assess Gaps

To address deficiencies in emotional intelligence within your diversity initiatives, start by conducting a thorough assessment. Engage with employees through surveys, interviews, and focus groups to gather insights into where gaps exist. This feedback is invaluable; it not only highlights areas needing improvement but also helps in understanding the emotional undercurrents that may be affecting your team's dynamics. Remember, the goal is to build a truly inclusive environment where everyone feels understood and valued.

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Paul Eder, PhD

I Lead You to New Insights | Strategy Consulting, Artificial Intelligence, & Data Innovation | Author of FIRESTARTERS
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DEI initiatives should feel 'inclusive.' If your efforts lead to certain employees feeling excluded, it defeats the whole purpose. DEI initiatives must be viewed as valid by those experiencing them.

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Arlene Bates

Property Manager, Tax Professional, Surgical Dental Assistant
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Assessing gaps between you and your team is important. It allows you to identify areas that need improvement. Especially if your the “New kid on the block” 1- Day to day tasks - that must be done. 2- Does the each team member understand the task - and why they have to be completed daily? 3- Do they feel comfortable with asking for more detail and help when needed? 4- Are you accessible to your team? If you feel anxious about these, they probably do as well.

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Jamuna Rani Govindaraju

Executive Director—SICCI/Advisor—SME Centre@SICCI/Educational Management/Non-Profit Management/Breaking barriers after 98 years: The appointment of the first-ever female Executive Director marks a new chapter in SICCI.
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Assess Current Initiatives: Begin by evaluating your existing diversity and inclusion initiatives. Look at the language, messaging, and strategies used. Are they sensitive to the emotional needs and experiences of diverse individuals? Are they fostering an inclusive environment? Gather Feedback: Collect feedback from employees, especially from those who represent diverse backgrounds. Understand their organisational experiences and how they perceive diversity and inclusion efforts. This feedback can provide valuable insights into where emotional intelligence may need improvement.

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2 Foster Awareness

Once you've identified the gaps, work on fostering emotional awareness within your organization. This involves training sessions that help employees recognize their own biases and the emotions that drive their behaviors. It's about creating a safe space where individuals can learn about different perspectives and the importance of empathy in the workplace. Encourage your team to be mindful of their emotional responses and the impact these can have on colleagues, especially those from diverse backgrounds.

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Arlene Bates

Property Manager, Tax Professional, Surgical Dental Assistant
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In my experience if you can help, someone understand the importance of learning, something new, or the changes within policies, then they are more app to take the time and effort to learn what has changed in your organization. One of the downfalls of not taken the time to help your employees or staff learn the new skills needed in your business is that it catches them off guard and they are embarrassed. Hence if they don’t know or may not understand the new policies they may feel they’re less of a team member. As a manager it is our responsibility to inform and support our team. As the old saying goes, “The team is only as good as their coach.” Everyone has their part of a team and therefore must play it well!

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3 Build Skills

After raising awareness, focus on building the specific emotional intelligence skills needed to support diversity and inclusion. This includes active listening, effective communication, and empathy. Develop training programs that allow employees to practice these skills in a supportive environment. Role-playing scenarios and group discussions can be particularly effective in helping staff understand the emotional aspects of diversity and inclusion challenges.

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4 Implement Changes

With improved emotional intelligence skills, it's time to implement changes in your diversity and inclusion initiatives. Update policies and procedures to reflect the new emphasis on emotional intelligence. Ensure that these changes are communicated clearly to all employees, and that there is a mechanism in place for ongoing feedback. This demonstrates a commitment to continuous improvement and shows that you're taking actionable steps towards a more emotionally intelligent workplace.

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5 Evaluate Impact

To ensure that your efforts are making a difference, establish metrics to evaluate the impact of the enhanced emotional intelligence on your diversity and inclusion initiatives. This could involve regular check-ins with employees, monitoring workplace interactions, and reviewing feedback on the inclusivity of the work environment. Adjust your strategies as necessary based on this feedback to ensure that your initiatives remain effective and relevant.

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6 Sustain Effort

Lastly, sustaining effort is key to maintaining an emotionally intelligent approach to diversity and inclusion. This means continuously engaging with employees, reinforcing the importance of emotional intelligence through ongoing training, and integrating it into the company culture. Recognize and celebrate when teams successfully navigate diversity challenges with emotional intelligence, as this reinforces positive behaviors and sets a standard for others to follow.

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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?

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Arlene Bates

Property Manager, Tax Professional, Surgical Dental Assistant
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When investors see the team giving their best, it is so nice when they let them know however, telling them in person is awesome! I had an owner come to the store he was very cordial. Not having to look up Information and having the knowledge to answer his questions impressed him. Several days later a delivery came to the store. I was very surprised to learn that beautiful flowers and chocolates were for ME! Of all my years in management I’ve never had an owner say Thank You for doing my job like this. It was such a blessing. It is the unexpected things that say the most. So thankful.

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What do you do if your diversity and inclusion initiatives are lacking emotional intelligence?

1

2

3

4

5

6

7

1 Assess Gaps

2 Foster Awareness

3 Build Skills

4 Implement Changes

5 Evaluate Impact

6 Sustain Effort

7 Here’s what else to consider

Staff Development

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What do you do if your diversity and inclusion initiatives are lacking emotional intelligence?

1

2

3

4

5

6

7

1 Assess Gaps

2 Foster Awareness

3 Build Skills

4 Implement Changes

5 Evaluate Impact

6 Sustain Effort

7 Here’s what else to consider

Staff Development

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