Promoting DEI in the Workplace

Leaders are in a position to have a significant impact on the health of their organizations. Despite their level of influence, many leaders are unaware of the role they play in promoting a healthy and diverse workplace culture. Unfortunately, there are still far too many instances of toxic work cultures. A toxic workplace is defined as an environment where bullying, harassment, and other negative or unhealthy behavior are tolerated. In contrast, a healthy workplace is one where employees feel supported, valued, and respected. There is a sense of trust and cooperation among coworkers, and everyone is working together towards a common goal. A leader's ability to create and maintain a healthy workplace culture is essential to the success of their organization. Below are some things good leaders (should) do to promote a healthy workplace culture in support of diversity, equity, and inclusion (DEI).

But first, what good leaders should NOT do is disparage colleagues who speak up against bias and inequity, undermine their role and authority, engage in character attacks and microaggressions, perpetuate systems and practices that exclude women and minorities, and pretend to be an open and collaborative environment while you push back to the application of new processes and procedures, particularly when initiated by strong women leaders. Instead, DO this:

Promote Diversity and Inclusion:

Diversity and inclusion are important concepts that leaders should promote in the workplace. Diversity refers to the range of different backgrounds, experiences, and perspectives that employees bring to the table. Inclusion refers to the act of welcoming and including everyone, regardless of their differences. It's not enough to hire individuals according to diversity specifications. If the team under your leadership is unwilling to adapt and accommodate, your newest and perhaps finest hire may suffer a career setback. Successful inclusionary efforts are more than just on-boarding new employees—it’s about acknowledging their experiences, spotlighting their strengths, and committing to being their thought partner, coach, and advocate.

Forget "Fit" and Focus on "Add"

Hiring for "culture fit" instead of "culture add" can be dangerous, because it can exclude. It's very difficult to eradicate norms, power structures, and biases from society when they have been internalized in an organization. Creating a culture in which everyone can reach their potential requires identifying weak points and blind spots within the business's structures and procedures, as well as suggestions for how to rethink them. A team without diversity limits its growth potential. Instead of culture fit, your team may be looking for a "culture add" to identify individuals who respect an organization's values and culture while also adding something new that helps to advance the business.

Institute New Policies And Hold Everyone Accountable

Leaders should be proactive in instituting new policies that will promote a healthy workplace. They should also hold everyone accountable for these policies, including themselves. It's not enough to pay lip service to feel-good corporate promises. Many leaders have no frame of reference because they have not experienced gender bias or other systemic forms of discrimination. Just as the fish would be the last creatures on earth to discover the idea of water, human beings are the last to discover their assumptions about reality because we are so immersed in them. New policies must be informed by those who have direct knowledge and experience of the issues. True culture change can't be just a top-down approach to drive compliance, but no real commitment. From senior leaders to front-line employees, every individual must see and understand their role in company culture.

Accept Responsibility

One of the most important things a leader can do is to take responsibility for their actions and words. This sets the tone for the rest of the team and shows that you are committed to creating a positive work environment. Accepting responsibility means owning up to your mistakes and trying to learn from them. It also means being open to feedback and willing to change your behavior if it's not in line with the stated values of the organization. Deflecting responsibility by finger-pointing and scapegoating vulnerable teammates only serve to perpetuate toxic work environments. Courage is required to take responsibility, and this isn't the politics-as-usual that so many industries and organizations engage in.

In Summary, What are some things good leaders do to promote diversity, equity, and inclusion (DEI) in the workplace?

Leaders can promote DEI by creating an environment that is welcoming and respectful of all employees. They can also encourage open communication and collaboration, and work to eliminate bias and discrimination. Additionally, leaders can be role models for DEI by modeling inclusive behavior themselves. Finally, leaders can advocate for DEI policies and initiatives, and hold everyone accountable to these standards.

Clara Conti is a transformational leader, senior global public sector executive, corporate restructuring guru, and founder of multiple business startups. Connect with her on?LinkedIn ?and?Twitter .