DEI - Devolving or Evolving?

To all of my fellow DEI practitioners, colleagues, and human capital allies:

It is critical we don’t lose ground on the diversity, equity and inclusion progress that has already been made. We have all been diligently developing strategies and executing plans to meet codified DEI metrics with the goal of finding equity and creating a sense of belonging for everyone. What experience has taught us from past historical events is that when business goals and profit margins are threatened, one of the first items considered ‘non-essential’ is education and training, specifically related to anything deemed a soft skill. Now, we battle competing business priorities in a space where DEI may have already been placed in a relatively low position of execution and accountability. I’m here to remind us all that directing focus to improving human dynamics is what will matter most. Because of the humans at the center of everything we do, cultures will need to be even stronger and organizational values will become even more relevant. We are culture architects so now is the time for us to adjust our blueprints versus putting them on the shelf and allowing our current DEI progress to atrophy in the wake of business evolution.

This is a moment in time when those in positions of influence need to demonstrate their commitment to creating inclusive cultures is real and unwavering. 

Don’t let DEI devolve. There have always been and will always be disruptions, change and crises. There will be a myriad of new norms created in order for business to survive and thrive. And based on current state conditions it’s premature to spend time attempting to predict the true impact of any human capital effort. One thing that remains a constant variable throughout all of this: our collective efforts to create sustainable, inclusive cultures is the most relevant work we can do. Do not let those who have been marginalized, underrepresented or othered be pushed further into the shadows of “non-essential.” Our job is to continue to create visibility and amplify their voices. A few tips to consider:

Intent Matters

• Everyone is doing the best they can to just make it through the day. We’re all learning a lot about ourselves through this process, let’s keep dialogue open and give each other a bit of grace where words and behaviors don’t quite land the way you intended.

Focus

• Help your leaders, teams and colleagues focus. Period. Do what you can to reduce scattered and frantic reactions. Help people center themselves for the sake of their teams and the business.

Do Your Job

• We are a resilient species. The same DEI strategy and set of inclusive behaviors we have been asking leaders and managers to embed in their cultures are all still relevant, the “how” just may look a little different now. Things will turn around. When they do, be sure our DEI efforts have forged the path of belonging and inclusion even in a virtual world.

Do better, be better, care more.