Author: admin

3 Reasons Why Diversity, Equity, and Inclusion Programs Fail

The last several years in the US social and racial turmoil have shifted company focus to diversity, equity, & inclusion (DEI) initiatives. The daily unrest seen across timelines and TV screens was the traumatic shared experience that bled into the workplace. Companies heard the call to action and sought assistance to alleviate tension and concerns, but, for many companies, these efforts still fell short. These are the three main reasons why DEI efforts fail. Lack of commitment from leadership The example is set through leadership and if they’re not authentic & onboard, then the team’ll view whatever DEI initiatives to be as disingenuous. DEI efforts should be handled with commitment, sincerity, and care and not viewed as just another line item – something mandatory that should be done by a certain date. When DEI efforts contain all of the presentations and newsletters but lack sincerity and connection, it will appear, and it will be, performative – a ruse. Lack of accountability Companies should look at their DEI efforts with the same importance as harassment. A zero-tolerance policy should be implemented to display commitment, accountability, and an understanding of the severity of the matter. Traditionally, there is a honeymoon phase with DEI efforts. The team gets inspired, people feel important & heard, and then 2 weeks later the office goes back to a problematic default without a mechanism to correct bad behavior. Therefore, it deflates morale & creates doubt in leadership since the team will not view it as a failed effort, but as a disingenuous one. Lack of vision Vision is dictated by leadership; they control both the functioning and the outcome of their efforts and without a clear vision and follow-through, all investments into DEI will be in vain. DEI isn’t just academic concepts and team-building exercises, but it’s a framework. It requires a grand vision for the future that includes input from the team. Everyone, at every level, must be engaged and encouraged to participate to create something effective and beneficial. The best investment to make into any DEI effort is an initial assessment: Diversity and inclusion, and bias assessments. These allow for the required internal conversations and self-reflection necessary to determine deficiencies and blind spots and to ensure a successful initiative. DEI can be intimidating and look overwhelming, but it doesn’t have to be made difficult. With a well-crafted and sincere effort and a little assistance, companies are going to be able to improve their workplace morale & create a welcoming and safe environment that’s beneficial to everyone