Organizations tend to focus their DEI efforts on different elements:

🔹 Leadership commitment 
🔹 Company culture
🔹 Revising mission statement and adding their vision for DEI
🔹 Changing processes to make them more equitable
🔹 External communication and attracting talents from different groups

… and others

There are of course incredibly important.

But from my observations there is surprisingly often ONE crucial element that is missing from those efforts:

🔹 the direct support of people’s #managers and #leaders

The lack of efforts in this area is even more surprising when we realize that 70% of the difference whether an employee feels included or not, comes from the relationship they have with their direct manager.*

This provides a perspective on the role of leaders in DEI, as the feeling of inclusion has direct impact on engagement and #retention, among others.

But it can’t mean blaming leaders or putting the sole responsibility for DEI on their shoulders.

It means the organizations need to directly support the leaders' efforts to be inclusive.

How is your organization doing that?

Source: https://lnkd.in/dUvSr3cu