Facing the Reality of DEI Leadership: When Doing So Much Work Feels Like There's Nothing to Show For It
Britney Scott MD, LSSBB
Dr. Scott, Sidequest Queen| Multifaceted, Multi-Passionate, Multi-Hyphenate| Let's Talk AI, Business & Femininity, Process Improvement, DEI, Perfume, Career Pivoting, Company Culture, Being a Human, and So Much More...
Hello Disrupter,
If you're knee-deep in the world of Diversity, Equity, and Inclusion (DEI) leadership, you probably know this all too well: It's a challenging journey. And it can often feel like we're running on a treadmill - exerting a lot of effort but not moving forward. We're doing so much work, yet it feels like there's nothing to show for it. Why is that?
The Missing Metrics
When speaking to DEI leaders across the country, the most common root cause I've found is not knowing what success looks like because of a lack of metrics. It's like trying to hit a target blindfolded. We're throwing darts in the dark, hoping we hit something. But without clear, measurable goals, how do we know if we're making progress or just spinning our wheels? Are we just supposed to feel it? But how do we put hard numbers to such a 'feely' topic? I'm glad you asked, we'll discuss that later in the newsletter.
The Void of Feedback
Secondly, you might not be receiving positive feedback from leadership or staff because you haven't bridged the communication gap. If you haven't taken the time to understand their concerns and design a strategy that resonates with them, you're likely to find yourself working on low ROI tasks that don't hit the mark with your key stakeholders.
So, now that we've identified these challenges, how do we overcome them?
It's time to bring out your inner scientist and start developing both process and outcome metrics. But where to start?
Engaging with Stakeholders
The first step towards rectifying this situation is proactive stakeholder engagement. This starts with a simple, yet powerful act: listening.
Engage in open dialogues with your team members and leaders. Understand their expectations, apprehensions, and aspirations for your DEI initiative.
Once armed with this critical insight, you can design a strategy that not only addresses these concerns but also aligns with the broader objectives of the organization. Remember, DEI initiatives should be an integral part of the organizational strategy, not an afterthought.
Developing Your Metrics
Having established a clear line of communication with your stakeholders, the next crucial step is developing robust metrics. This involves two distinct categories: process metrics and outcome metrics.
Outcome Metrics
Start with your outcome metrics. Based on your conversations with staff and leadership, the overall business goals, and your aspirations for the business, what outcomes are you shooting for? Want a more diverse leadership team? To lower employee turnover? To have better health outcomes? To lower labor costs?
Outcome metrics are the measurable changes that occur as a result of your initiatives. These metrics provide a clear indication of whether your process metrics are leading to the desired changes within your organization.
Process Metrics
Next, let's focus on process metrics.
Imagine you're preparing for a big school project. You have a list of tasks to do before it's complete. Each task you finish is like a small victory, right?
Well, in our DEI work, we have something similar called 'process metrics'. These are like the tasks on your project list. They help us know if we're doing the right things to reach our big goal.
For example, let's say our big goal is to make sure everyone in our school feels included and valued. One of our process metrics could be the number of times we organize activities where everyone gets to participate and share their ideas. Another one could be the number of posters we put up around the school that celebrate different cultures.
By counting these things, we can see if we're taking the right steps towards our big goal (aka our desired outcome/outcome metrics).
When establishing these metrics, ensure they adhere to the SMART framework - Specific, Measurable, Achievable, Relevant, and Time-bound. This ensures your goals are clear, trackable, and aligned with your overall objectives.
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Communication: The Lifeline of DEI Initiatives
In conclusion, open and ongoing communication is the lifeblood of successful DEI initiatives. Regular updates on progress, coupled with a willingness to receive feedback, foster trust and ensure everyone is on board with the journey.
DEI leadership is undoubtedly challenging, but with strategic stakeholder engagement, clearly defined metrics, and open communication, we can navigate through the uncertainty and make a tangible difference.
Let's roll up our sleeves and get to work!
Until next time,
Dr. Britney Scott
P.S. Remember, change doesn't happen overnight. Stay patient, stay persistent, and keep moving forward. You've got this!
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About the DEI Disrupters Newsletter
The?DEI Disrupters?newsletter is a weekly LinkedIn newsletter designed to stimulate positively disruptive conversation about diversity, equity, and inclusion while providing process-driven tips on how to level up your DEI practice and positively disrupt your organization. If you enjoyed this newsletter, please share with others you feel would gain value from it. The newsletter is curated by?BBritney Scott MD, LSSBB a physician, a Lean Six Sigma Black Belt, a teacher, a speaker, a podcaster, a poet, the CEO of a DEI Process Improvement Consulting Firm, and a dreamer who believes that above all else, people matter. Dr. Scott is the host of the?DEI Disrupters podcast, a diversity, equity, and inclusion-centered podcast that brings together the most positively-disruptive voices in the DEI space and gives them the opportunity to tell their stories. Dr. Scott is also a faculty lecturer for the Leadership Development to Advance Equity in Health Care course at the Harvard TH Chan School of Public Health. In this course, she teaches leaders from top companies around the world how to turn their DEI ideas into action and communicate the value of their important work for the broader business structure to understand via dollars, data, and moral dogmas. ?Dr. Scott's work is focused at the intersection of DEI and process improvement,?and she has devoted her life to improving equity and inclusivity especially in healthcare through means that align with overall business goals as CEO of her DEI Process Improvement Consulting Firm, The Clinic Doctor . If you are seeking guidance and consultation around diversity, equity, and inclusion in your workplace, visit the?website ?to learn more about services that can be tailored to your specific needs or book a?FREE 30 Min Strategic Planning Session? if you're interested in learning more about her DEI Process Improvement Coaching Program.
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CHAIRMAN and CEO
11 个月Great article Britney ! This article offers a concise and impactful message regarding the potential pitfalls of ineffective DEI work. It emphasizes the importance of a tailored strategy and data-driven evaluation to ensure successful implementation and measurable progress.??