Reimagining Accountability: What Time Is It on Your Leadership Watch?

By?Sandra Ondraschek-Norris,?Vice President, Global Learning, MARC by Catalyst

Since 2020, many employers have been grappling with both a global pandemic and renewed calls for racial justice, and many have responded with new policies and pronouncements in the areas of diversity, equity, and inclusion (DEI).

However, a recent research survey by Catalyst found that more than three out of five employees believe their organization’s Covid-19-related policies for the care and safety of their workers were not genuine. Concurrently, an astonishing three-quarters of employees reported that their organization’s racial equity policies were not genuine.

These are sobering statistics that should be a wake-up call for CEOs and senior leaders, especially in the context of the “Great Resignation.” Forward-thinking organizations are focused on both the what and the how of DEI. They are willing to examine the root causes of inequity and address these with honesty and accountability.

Catalyst's accountability tool report provides a clear and comprehensive guide on getting tactical on accountability. Accountability to DEI happens when you have:

• Organizational processes in place to meet DEI goals.
• Senior leaders who are responsible for working towards measurable change and leading by example.
• Employees who feel a sense of belonging to the organization and identify themselves with its mission.

However, we know that even the best tactics and policies around equity and inclusion will be meaningless without credible and authentic leadership. This means better understanding the relationships in our lives in and out of work. It also means working to create conditions where everyone can be themselves and have equal opportunities to thrive and be fulfilled. Leaders of today need to be informed, involved, and influential in DEI. It’s not enough to simply be “committed” or “supportive" or “passionate.” Leaders must be visible and vocal advocates for systemic change and role models for their peers and employees.

Most importantly, they must be held accountable. If there are no real consequences for leadership, this sends a clear message to the rest of the organization–hence the worrying results of the Words Aren't Enough survey.

Accountability, like leadership, cannot exist in a vacuum. It only occurs when people work together. Leaders who communicate a clear vision, share their personal values around inclusion, and explain why it's more urgent than ever are best equipped to create lasting change.

The philosopher and activist Grace Lee Boggs famously asked, "What time is it on the clock of the world?” This question urges us to confront our global reality, to see the urgency and interconnectedness, and step up with the courageous leadership our time demands.

Are your leaders checking the time?