My Reflection After Reading "Beyond the Optics: Getting the most out of External Diversity, Equity and Inclusion (DEI) Advisory Boards."

The article " Beyond the Optics: Getting the most out of External Diversity, Equity and Inclusion (DEI) Advisory Boards" shares insightful insights that organizations and leaders can leverage to continue to move their diversity, equity, inclusion, belonging, and accessibility, efforts forward!

It highlights the benefits of External Diversity, Equity, and Inclusion Advisory Boards (DEIABs). Such as:

• Providing knowledge on handling disruptions and providing advice on significant events that could affect workplace DEI.
• Giving an external viewpoint and helping recognize occasions for leadership in DEI, also suggesting when the organization should take a stand on external matters.
• Offering specialized knowledge in certain subject areas and advising the organization accordingly.
• Facilitating education and learning within the organization and guiding discussions with their experiences and exposures.
• Showcasing the organization’s dedication to DEI and helping to shield against risks like criticisms or attacks from external entities.
• Posting challenging inquiries and requiring periodic updates to ensure that the organization’s leaders remain responsible.
• Communicating organizational accomplishments through their networks and ensuring a continued DEI focus even on challenging times.

I see value in organizations also forming internal DEIB Advisory Boards. Internal boards are created of the organization’s own employees who can provide invaluable insights into the everyday experiences, challenges, and opportunities related to DEIB within the company.

Internal boards are comprised of the organization’s own employees who can provide invaluable insights into the everyday experiences, challenges, and opportunities related to DEIB within the company.

The value of Internal DEIB Advisory Boards can include:

• Honest insights on experiences and insights related to the internal culture, norms, and potential bias, offering a rich source of authentic information to shape DEIB initiatives.
• A space where employees can speak, lead, and influence DEIB initiatives can enhance their sense of belonging and empowerment.
• An internal board can provide immediate and ongoing feedback on current DEIB initiatives, policies, and practices.
• Gathering insights directly from employees can enhance the development and implementation of DEIB strategies that are highly relevant and impactful for the staff.
• Leveraging diverse internal perspectives can lead to innovative solutions and ideas in various areas of the business, including product development, marketing, and customer service.
• Addressing and acknowledging internal issues promptly can potentially prevent external reputational risks.
• Involving employees in decision-making can increase their engagement and satisfaction.

Internal DEIB advisory boards can be instrumental in crafting a workplace that is genuinely inclusive and equitable by providing critical insights, fostering a culture of belonging, and being agents of meaningful change. Balancing the insights from both external and internal advisory boards could be a well-rounded strategy in advancing the DEIB journey of an organization, ensuring both internal and external perspectives are considered and integrated into the DEIB strategies and initiatives.

Thank you DR. Rohini Anand PhD for sharing your article and triggering thoughts on Advisory Boards!

You can check out Dr. Rohini's article here: https://www.dhirubhai.net/pulse/beyond-optics-getting-most-out-external-diversity-equity-anand-phd