Honoring Our DEI Commitments During COVID-19

Originally posted on the Belonging at Work Blog.

"How do we keep our diversity, equity and inclusion commitments on track during COVID-19?" - Belonging at Work Community Call Participant

The World Health Organization recently categorized Coronavirus COVID-19 as a global pandemic. As a result, many feel uncertain, anxious and fearful for our personal and collective health and well-being.

When it comes to the workplace, employees are looking to their leaders and noting how they manage the crisis. Many will remember how their leadership team responded to the fears, worries and concerns of they have with respect their job security.

For diversity, equity and inclusion (DEI) professionals, we understand how essential an organization’s DEI commitments are to help manage a crisis in a fair way. In other words, responding to workers by giving them what they need to do their best work.

On Monday, my firm hosted another Belonging at Work (BAW) Community Call. There, we workshopped a variety of ways we – and other leaders - can move forward inclusively by honoring our DEI commitments. Keeping them on track is key to our collective successes.

The following strategies were developed by the collective wisdom of our talented BAW Community. We strongly encourage you to consider them as you commit to leading inclusively during COVID-19.

1. Consider Vulnerable Stakeholders. Everyone from the Saudi Royal Family to Amazon Ingenious Communities are impacted by COVID-19. Yet, some have access to more power, resources and support than others.

• In order to give people what they need, here are a few strategies the BAW Community workshopped.
• Identify your stakeholders and ask, “who is engaged when making decisions? Which voices are and aren’t included, and why?”
• Then make efforts to center communities most vulnerable to disparate impacts caused by the virus in your team’s decision-making process.
• Include members of these communities at the decision-making table. If that’s not possible, hire subject matter experts who can help inform your decisions.
• Ensure all stakeholders are aware of available employee assistance programs and support services, prioritizing those most vulnerable to the pandemic.

2. Apply a DEI Lens. When leaders apply a DEI lens to decision-making, they must consider four things: 1) the people making the decision, 2) who these people are accountable to, 3) the place where the decision is made, and 4) the process in making the decision.

• In addition to these aspects of applying a DEI lens, the BAW Community offered a few important considerations.
• Remember your organization’s DEI core values and infuse them into all decisions being made in respond to the virus.
• Engage your stakeholders, get curious about their concerns, actively listen without being defensive and take proactive steps that allay their concerns whenever possible.
• Ensure decisions impacting all stakeholder filter throughout the entire workforce. Be sure that access to technology and accommodation for language translations are made.
• As your leadership team responds to COVID-19, don’t lose sight of your organization’s long-term DEI commitments - make concerted efforts to adapt and advance them.

3. Lean on ERG Networks. Some of your organization’s strongest and most passionate DEI champions live within your employee resource group (ERG) network. Collaborate with this network when identifying the needs of vulnerable stakeholders.

• The BAW Community offered the following thoughts to utilize the collective wisdom and experience of their organizations’ ERG networks.
• Schedule weekly video calls between you leadership team and your ERG network to help infuse a DEI lens with decisions and responses related to COVID-19.
• Commit resources to ensure that your ERG Network can continue meeting virtually to offer a safer space for support and social connection.
• Consider focusing these meeting to identify “new opportunities” like forming an ERG focused on mental health and well-being or remote working.
• Some ERG networks may wish to review their priorities for the year, adapting them and continue doing the work to advance them.

4. Host L&D Opportunities. Given that more of your workforce is engaged remotely, consider new ways of offering learning and development opportunities. E-learning is a great way to keep your DEI goals on track, and firms like RPC can help deliver them to your team.

• The BAW Community workshopped a few of the ideas below. They may help leaders with understanding what a DEI lens is, and how it can help them step up as inclusive leaders.
• Upgrade you DEI learning and development catalogue by moving in-person keynotes, workshops and break-out sessions into virtual learning experiences for the next quarter.
• Continue informal lunch-and-learns through virtual watch parties. Consider viewing films like Crip Camp and follow the screening with a facilitated discussion.
• Organize virtual panel discussions similar to Diversity Best Practices’ celebration of Trans Day of Visibility. This event featured prominent transgender leaders in the U.S.
• Get creative, and develop a virtual DEI care package letting your staff know you care. The package can include tips on how managers can lead inclusively during COVID-19.

5. Lead By Learning. They say that leaders are readers, or as we are RPC say, leaders are learners. While this tip is included last, it certainly is not least. In fact, it’s where some may feel most comfortable starting.

• The BAW Community offered a number of ways you can continue to self-educate on the topic. Take note of what resonates the most with you and start there.
• Start by grabbing a copy of Amazon Best-Seller, Belonging at Work. Flip to page 34 for a few examples of how to use a DEI lens when making decisions.
• Then, check out Sonali S. Balajee’s 122 report on how to create your own Equity & Empowerment lens.
• If you’re seeking more, consider reading through Lillian Tsai and Thomas Bruner’s blog post about Applying Equity in a Crisis.
• Finally, after you have done the inhale of reading and learning, consider doing the exhale of reflecting, writing and sharing what you’ve learned with your colleagues.

If you found this content helpful, consider joining our next Belonging at Work Community Call where we will discuss how we can continue honoring our organization’s diversity, equity and inclusion commitments during COVID-19. Register here for the calls.

The Community Calls take place every Monday at 1 PM Pacific/4 PM Eastern Time. Like past agendas, the focus of the call is informed by what you want to discuss most. Consider taking this poll to help focus our next discussion here.