By Simmer Singh Narula
Founder | Coach
Glintt Consulting
In a recent conversation with a client, I found out that they recently hired a new head of DEI (Diversity, Equity and Inclusion). I was very excited and thought that was a huge win for the organization as they had tremendous potential and the right intention. As I chatted more I heard my client say- “Everyone was very scared after some recent incidents and thought it was the right move for the organization.”
It got me thinking if organizations are investing in DEI for the right reasons? The fear and worry stems from lack of awareness and knowledge along with not having the courage to assess the current situation.
DEI in organizations is a process that has a distinct business case and requires continuous attention and investment of effort. Here are some of the key stages that the organizations go through as they develop their DEI strategy:
Unawareness to Awareness: This is the first stage which involves understanding the importance of DEI and how it impacts the culture of the organization. It includes recognizing the benefits of a diverse workplace, acknowledging biases and privileges along with understanding of how inclusion can manifest in the workplace.
Assessment and Acceptance: The second stage involves assessing the current stage by analyzing simple DEI metrics such as hiring, representation, pay equity, employee engagement, performance assessment, culture audit etc. This data leads to a story which in turn decides the key areas of focus. The key focus areas become an integral part of the strategy.
Action and Integration: In this stage, the company starts to take more actions by establishing policies, procedures and guidelines but the key is to move beyond compliance. The organization starts investing in resources like training, sponsorship programs and leadership support. The goal is to create a culture of DEI that helps in attracting, developing and retaining a diverse workforce.
Transformation and Continuous Improvement: During this stage, the organization successfully integrates DEI into its operations and culture. The efforts are very coordinated and initiatives are rolled out bottoms up, across the organization. Reaching this stage requires time, dedicated resources and consistent effort by the senior leadership. The continued effort and commitment leads to goodwill in the market, it attracts more business and the organization becomes the employer of choice
Please note that the DEI journey is unique and not linear. Your organization may go back and forth between different stages. However, it is important to get past fear and keep investing persistently. The work in this space is never completed and even the organizations that have made good progress can regress.
Investing in this space is not a necessity (to avoid legal and financial risk), it is a smart business decision that leads to increased innovation, performance, better problem solving and reputation.
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