While implementing meaningful DEI practices might require more thoughtfulness, education and courage than the average leader originally intended, it’s always worth the effort. It’s through our purpose and vision that we find strength when worries or concerns surface to make a meaningful difference beyond lip service and empty promises. Honoring our values and making the changes to uphold them with integrity requires courage and a true sense of purpose.
For example, we might wonder if we’re doing it wrong, if we will negatively impact performance or profits or how we will respond to negative reactions from shareholders or customers. Whenever we attempt something new, worries and doubts are bound to occupy our thoughts. While implementing DEI programs might sound easy or simple, it can actually be quite radical, as implementing these values well involves overturning hundreds of years of embedded conditioning and power structures. In an interview I did last year with Mazin Jamal, a leadership team harmonizer, he made the great point that to really make a change, we must prioritize our values over our fears. Prioritize your values over your worries and doubts.
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This means being open-minded, open-hearted and humble and thinking creatively about how to be inclusive and step outside of dominant habits and patterns.ĥ. Actively advocating for and valuing DEI means seeking out diverse leadership providing opportunities for promotion, intentional and equitable compensation practices seeking out the opinions of minority populations developing minority populations for advancement and diligently becoming aware of nonintentional disrespectful communication. If your company is implementing DEI programs out of fear of being canceled due to pressure from consumers or just simply to look good, chances are the actions you take to address inequality and homogeny in the company’s culture won’t have a very meaningful impact. It’s one thing to say we value DEI, but it’s entirely another thing to actually value it. Actively advocate for and value diversity, equity and inclusion.
We’re all human, and while we have different experiences both personally and structurally within our culture, common understanding and compassion can almost always be found if we’re open to finding it.ģ. When a disagreement arises, take the time to let each person speak, listening actively and asking questions for clarification. When speaking about diversity and inclusion, it’s important to keep the conversation real, immediate and practical, focusing on understanding multiple points of view. However, this kind of talk is empty at best and breeds miscommunication and misunderstanding at worst. Getting lost in political rhetoric is an easy trap for anyone to fall into when discussing and implementing DEI.
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