One of the main challenges that I’m addressing for my clients as a DEI consultant is the adaptation of their global DEI plans to local context.

I cherish those clients who understand the importance of cultural sensitivity that absolutely needs to be taken into account when implementing a DEI strategy and programs.

What needs to be considered?

·      Individualism / collectivism

Is the culture community or individual oriented?

That influences weather DEI is then seen as in individualistic issue or rather a social justice and weather DEI will be perceived as a unique contribution into the collective. This needs to be considered to determine potential tensions in the organization on global and local level when implementing DEI.

·      Historical pain points

Every culture has those and they need to be taken into account when planning DEI programs. Painful moments in the history, specific for local groups, can come to the surface when we speak about identity, discrimination, microaggressions, inclusive language and many other. A DEI leader/consultant/trainer needs keep it in mind and facilitate the discussion without losing the sight of it.

·      Current socio-political situation

I’ve seen serious struggles that had impact on employees and the organization itself caused by the lack of consideration for the local socio-political situation. Companies don’t exist in vacuums; they are embedded in a culture and political systems that can’t be disregarded. Copy-pasting solutions from another cultural context can be disastrous. A DEI leader needs to be up to date with the current social moods on diverse topics, especially those that can be polarizing.

Are there other culturally influenced points that a good DEI leader needs to taken into account? Feel free to share in the comments.