Leading DEI in Challenging Times, Part 1

Like many of you, I’ve been deeply saddened and concerned by the calls to end DEI efforts, particularly in light of the Supreme Court's recent ruling on affirmative action in colleges. While discussions around scaling back DEI initiatives can feel discouraging, they highlight an essential truth: DEI is very much on people's minds. This relevance, even amid disagreement, presents us with an opportunity. By examining diverse perspectives—especially those we may not fully agree with—we can uncover fresh insights and spark meaningful conversations to enhance our workplace culture strategies.

In response to these challenges, I feel a renewed commitment to DEI. The current backlash and budget cuts can serve as catalysts to advance DEI work in more strategic and effective ways. Watch my video to learn why.

In my next two newsletters, I’ll some practical steps to turn today’s DEI challenges into advantages for your organization. This issue covers: 1) leveraging increased attending on DEI to drive mission alignment; and 2) focusing on belonging to broaden the conversation about diversity.

If you are looking to go deeper, register for my workshop, Leading DEI in Challenging Times: Building Buy-In and Addressing Resistance.

This advanced virtual workshop is tailored for DEI professionals facing resistance from senior leaders and board members. It provides actionable frameworks and personalized support to help you effectively navigate challenging DEI conversations. You’ll learn strategies to realign and recommit leaders to DEI values, transforming potential backlash into constructive engagement. By participating, you’ll gain the knowledge, confidence, and tools necessary to lead impactful DEI efforts, even in the face of resistance.

Register HERE – only 6 spots available.

Workshop Outcomes

1. Develop a roadmap to manage resistance to DEI by effectively steering conversations with senior leaders and board members.
2. Gain tools and best practices for guiding positive discussions about the value of DEI in a way that resonates with your stakeholders.
3. Gain confidence to lead challenging DEI discussions and achieve thoughtful, impactful responses to resistance.

Workshop Value Points

1. Advanced Content for DEI Professionals: This workshop provides a deep dive into the advanced skills needed to deal with resistance from senior leaders and board members. Participants will gain a comprehensive roadmap, guiding them through real-world scenarios and offering tools to align leadership around the fundamental purpose of DEI. You'll leave with actionable strategies to manage resistance and foster positive, constructive conversations about DEI.
2. Small Group Setting for Meaningful Interaction: Attendance is limited to just six participants, creating a safe and brave space for honest, in-depth discussions. The intimate group size allows for a coaching-like experience, where you can explore the unique dynamics within your organization and receive personalized feedback in a supportive environment.
3. Personalized Attention with a One-on-One Call: To ensure you can apply what you've learned, each participant will receive a 30-minute one-on-one follow-up consultation. This session will provide individualized support to help troubleshoot specific challenges and turn insights into action, ensuring you leave the workshop ready to create meaningful change

Leverage Increased Attention to Drive Mission Alignment

DEI remains a hot topic in the media, creating a unique opportunity for organizations. Now is the time to clarify what DEI means for your organization and why it matters. This reflection can strengthen your mission and ensure it resonates with all stakeholders.

Engage your leaders in meaningful conversations about DEI's significance within your organization. To facilitate this, consider asking thought-provoking questions such as:

• How do you personally define diversity, equity, and inclusion in our context?
• Which aspects of DEI align with your leadership values and our organizational principles?
• What language could better capture our shared understanding of DEI’s meaning and purpose?

The goal of these discussions should be to create updated definitions of diversity, equity, and inclusion that reflect the values of your leaders, fostering a shared commitment to DEI initiatives. This process will also result in an updated mission statement that integrates DEI with your organization’s core values and business goals, ensuring it becomes part of your organizational identity.

Focus on Belonging to Broaden the Conversation About Diversity

A common criticism of DEI initiatives is that they can create division by emphasizing race or gender. To address this, consider shifting the focus toward belonging—a universal need for acceptance and connection. Belonging encompasses all aspects of identity and experiences.

To facilitate meaningful conversations about belonging, ask your team:

• What makes you unique, and which aspects of your identity are most important to you?
• Are there parts of your identity that you alter or hide at work? What influences that choice?
• How do your identities shape your interactions with others at work?

These discussions encourage broader participation in the dialogue around belonging and foster a collective commitment to co-creating an inclusive workplace culture.

To support a broadened exploration of diversity, request my 2024 Differences that Make a Difference list. This resource highlights unexpected dimensions of diversity that employees frequently identify as central to their identities and impact their sense of belonging at work.

By exploring these dimensions, you can ignite meaningful reflections and conversations within your team, leading to a more inclusive and connected workplace culture. If you're interested in receiving this valuable tool, simply type “LIST” in the chat, and I'll send it your way!

Moving Forward with Optimism

I remain optimistic about the future of DEI work. The current backlash is not an endpoint; it's a turning point. The challenges we face can drive us to be smarter, more resilient, and more sustainable in creating truly inclusive workplaces.

In Part 2 of my newsletter series, I’ll cover: 1) embedding DEI into leadership expectations; and 2) revisiting metrics to focus on meaningful and measurable impact.

Until then, register for my upcoming workshop or book a call to discuss how we can help you achieve your leadership and workplace culture goals.

About the Blog Author

I'm Beth Ridley, a former corporate executive turned workplace culture consultant, speaker, and author. With 30 years of global leadership and management consulting experience, I’m dedicated to helping organizations build stronger leaders, teams, and cultures through a focus on inclusion and positive psychology.

You might have seen my work in national publications or caught me on TV, where I discuss why making inclusivity a core leadership competency is so essential. I also travel across the country delivering keynotes and workshops on how to integrate inclusivity into leadership practices.

Having lived and led diverse teams in New York City, London, Tokyo, Johannesburg, and Bangkok, and after leading DEI for a Fortune 100 company, I’ve seen firsthand how an inclusive mindset rooted in curiosity and compassion can transform organizations. I’m committed to helping others embrace these values and create environments where diversity in all its forms is leveraged as an asset.

These days, I’m based in Milwaukee, Wisconsin, with my husband and three kids. I love biking, running, and exploring new places. And while I’m not a fan of cooking, I love watching cooking competition shows!

Learn More

Learn about the inclusion solutions we offer at Ridley Consulting Group .

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