DEI training: the magic potion to increase #inclusion in organizations?

Research* shows that most diversity #trainings, at least how they are conducted right now, are not very effective.

Why?

Are you planning to set up a #mentoring program for women to advance their career?

Consider this:

Women tend to get overmentored and undersponsored compared to men.

June, from my observations, is the month where organizations take actions on DEI, often related to pridemonth

And it’s also when they experience more pushpack towards DEI.

Here are my 10 examples gathered through the consulting experience, on steps that can help in preventing #pushback to DEI.

Today I’m sharing about three “ships” and how one can be a supporter of people from underrepresented and historically disadvantaged groups.

Allyship is something that doesn’t require organizational position, knowledge or status.

It needs the recognition of one’s #privilege and using it to support and advocate for someone who doesn’t share a key part of our identity.

𝗜𝘁’𝘀 𝗮𝗹𝘄𝗮𝘆𝘀 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗰𝗵𝗼𝗶𝗰𝗲 𝘁𝗼 𝗯𝗲 𝗮𝗻 𝗮𝗹𝗹𝘆.

The Diversity Month is almost over and for some organizations it was the time of facing signs of resistance towards their DEI efforts.

Today I want to underline the importance of understanding what could have caused it and the importance of addressing it.

Plastering #pushback by moving on without acknowledging it, is like plastering cracks on a wall without giving it a proper attention and fixing the root causes.

The cracks will resurface – sooner or later.

Where does it come from?

In DEI we often focus on:

Where are we now?

Where do we want to be?

The present and the future.

But knowing the past on individual, organizational and socio-cultural level is crucial.

To forget the past is like driving a car without rear view mirror.

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?

As much as we can try to not use stigmatizing words [and we should strive for it], we also need to be aware that inclusive language evolves very quickly and it’s based often on personal preferences to the degree, that it makes it impossible to do it ‘right’ every time.

„Diverse teams perform better” is what is often said as an argument for investing in DEI.

Yes and no.There is also evidence that teams’ #diversity is not the sufficient and deciding factor for the teams to perform better than homogenous teams.

It’s the #inclusion.

In some discussions around DEI, or even within the organizations advancing in DEI, I observe this divisive tendency: us vs them, the oppressed via oppressors, the privileged vs the marginalized, women vs men etc.

From where I stand, we are way more complex as individuals to put one label on it.

It's not easy to hear we've said or done something that has upset someone and it does happen to everyone.

May, the Diversity Month, has started and I hope that it will bring a lot of great discussions and good reflections in organizations on why they invest in DEI work and why is it important.

In DEI (and not only) we've moved from the golden rule 𝘛𝘳𝘦𝘢𝘵 𝘱𝘦𝘰𝘱𝘭𝘦 𝘩𝘰𝘸 𝘺𝘰𝘶 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘣𝘦 𝘵𝘳𝘦𝘢𝘵𝘦𝘥 to the platinum rule: 𝘛𝘳𝘦𝘢𝘵 𝘱𝘦𝘰𝘱𝘭𝘦 𝘩𝘰𝘸 𝘛𝘏𝘌𝘠 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘣𝘦 𝘵𝘳𝘦𝘢𝘵𝘦𝘥.

Sounds easy, right?

It's not .

Creating an authentic work environment where all employees feel valued, respected, where they can be themselves and perform to their full potential, positively impacts business’ performance.

Employees who feel excluded or undervalued are more likely to experience stress and burnout and lower productivity, leading to absenteeism.

Ambitions to be perceived as a diverse and inclusive organization and real, daily, engrained habits don’t always align.

Addressing systemic equity blockers through changes of processes is crucial.

When I was 15, I started a notebook where I'd write the best quotes from books I was reading.

Even though it's decades old now, it's not very thick - I am very selective about what I put there and then I go through it every now and then with immense pleasure.

A good book, a good quote, can open great conversations that spark change.

I know from speaking to different organizations that many DEI leaders experience this: the constant balancing out on a wire between contradictive expectations.

No matter what you do and how much genuine commitment stands behind your actions, for some they are too much and not enough for others.

This role often gets romantised but those who lead DEI work in their organizations know how frustrating and lonely it can get.

Self-care for DEI leaders is essential. What can help?

I'm happy to share that next week I'll have a pleasure to speak at the conference "Space for Diversity" at the Uniwersytet Ekonomiczny w Krakowie.

I'll give a talk "Creating an Inclusive Campus: Strategies and Best Practices for Diversity, Equity, and Inclusion at Universities in the USA and Poland" and also moderate a discussion on identity and intersectionality with dr Ziad Abou Saleh, Edyta Jaśkowiak and Andreas Volk.

You can lead inclusively from right where you are on your DEI journey, also by giving yourself permission to be vulnerable about this path, by sharing with your team about your growing pains and lessons you’re taking from mistakes.