This is the most important skill DEI leaders need

A survey of 255 HR professionals in an industry report found that the top two barriers to increasing the effectiveness of diversity, equity, and inclusion (DEI) initiatives in their organization were: 1) Insufficient prioritization at top leadership levels, and 2) Lack of metrics to identify insufficient DEI. Us at Mattingly do a lot of talking and speaking about DEI metrics (check out some resources here, here, and here), so I’m going to focus on gaining executive buy in for this month’s newsletter.

Without buy-in from top-level executives, DEI initiatives are unlikely to receive the strategic alignment and organizational-wide support necessary to succeed. Executives play a critical role in setting the organization's vision, goals, and priorities. When executives prioritize and champion DEI efforts, it sends a clear message that these initiatives are integral to the company's success and long-term growth.

Executives have the authority to allocate resources to support DEI initiatives. Lack of financial investment can hinder the implementation of comprehensive DEI programs, which often require dedicated budgets to address issues such as hiring and retention practices, training and development programs, assessment of inclusive behaviors and feelings of belongness, and conducting diversity and equity audits. Insufficient funding can limit the ability to hire DEI professionals, engage external consultants, or implement technology solutions that can facilitate DEI efforts.

To overcome these barriers, DEI leaders need to:

• actively engage executives in DEI conversations?
• provide education on the benefits of DEI to an organization and its people?
• and emphasize the positive impact DEI has on business outcomes??

This is why the most important skill DEI leaders need is the ability to influence. DEI leaders must convince executives that DEI is not adjacent to the mission, it is imperative to the mission. Also, DEI leaders often lack decision-making authority, so the ability to persuade others to buy into and execute DEI work is paramount.

Could you or a DEI leader you know use some hands on support with influencing senior leaders to help achieve DEI goals? Reach out today to learn more about how Mattingly Solutions can help.?

Four Resources:

1. Explore a few tips on how to position yourself as an informal leader, even if you’re not a formal one. Learn More.
2. Having conversations with those who are skeptical of DEI can be taxing and frustrating, but including everyone in these efforts is paramount to success. Therefore, it is important to find ways to have conversations about everyone’s role in DEI. Read the blog.
3. Employee resource groups, or ERGs, often are faced with the challenge of gaining organizational support, including funding, for their events and programming. Here is your go-to guide for requesting support for your Next DEI Council or ERG event. Read the blog.
4. Chief Diversity Officers (CDOs) are often tasked with being the lead voice in an organization for all DEI efforts. This challenging role is one that requires a depth of knowledge, skills, and abilities. Learn more.

Two Calls to Action:

1. One of our greatest joys is collaborating, connecting, and sharing I-O psychology, DEI, and allyship with the world. Check out our upcoming events here.
2. Reach out if you’d like to partner with Mattingly Solutions to bring allyship into your organization. Contact us.

Follow us on Social:

Mattingly Solutions on Instagram

Mattingly Solutions on YouTube

Mattingly Solutions on Facebook