It’s true, assessing Diversity, Equity, and Inclusion (DEI) within a company is a lot like putting together a complex puzzle. You might think the picture is clear, but without all the pieces, you’ll never see the whole image. And here’s the kicker – the puzzle pieces are scattered among the very people working in the company. So how do accomplish this seemingly insurmountable task? Let’s dive in!
Today’s post isn’t about crafting a perfect survey; it’s about something far more essential. We’re here to lay the foundation for sustainable Diversity, Equity, and Inclusion (DEI) initiatives. While there’s plenty of research out there on survey methodology, response rates, and measuring results, our focus today is a bit different. We’re zeroing in on the crucial first step: how to foster collaboration and buy-in for your DEI initiative. And in my experience, this process begins well before the surveys are handed out. It’s about creating a shared vision and understanding that everyone can get behind, starting right from the ground up.
The Typical Data Gathering Process
Senior management and outside consultants, armed with catchphrases and briefcases full of good intentions, are often the ones tasked with creating leading DEI initiatives. But here’s where the plot thickens. They almost always forget to ask the very people who are part of the daily life of the company – the employees.
Here’s where most companies stumble upon a fork in the road. Should they forge ahead or pause to engage with employees and include them in the process? Before we move forward with our assessments, shouldn’t we pause and ask some real questions? Not the dry, corporate lingo that makes your eyes glaze over, but genuine inquiries that get to the heart of the matter. I’m talking about the kind of questions that invite employees into the conversation as partners, not just observers.
Most companies believe that conducting surveys is collaborative because it involves employee feedback, but in order to get the buy-in and measurable, sustainable you want, employees need to be involved in the entire process, including planning.
A New Approach
Imagine a management team that seizes the opportunity to tune into the voices of their employees. Picture them sitting down, not as bosses, but as listeners and partners. They ask thoughtful pre-assessment questions, or even better, they include individual contributors in the planning process for Diversity, Equity, and Inclusion (DEI) assessments. It’s a collaboration filled with respect, understanding, and a shared mission. This approach fosters a sense of ownership and commitment among employees, ensuring that everyone is on board and invested in the success of the initiative. Yep, good old-fashioned buy-in!
Below are just a few examples of the kind of meaningful conversations and valuable information that can be gathered when everyone is invited to the table, not just to participate, but to co-create a more inclusive and equitable workplace.
- “What does inclusion mean to you?” Not in a textbook sense, but in real daily office life. What makes them feel part of the team?
- “Have you ever felt left out here?” This question might sting a little, but we need to open the door to those uncomfortable truths if we’re going to make real change.
- “What’s one thing we could do better?” No beating around the bush, just an honest-to-goodness request for insight. After all, who knows better than the people living it every day?
- “Are you worried about anything related to our DEI efforts?” Fear can be a roadblock, but if we face it head-on, we can turn it into a steppingstone.
- “How can we make sure your voice is heard?” It’s one thing to ask for opinions; it’s another to truly listen and act on them.
These aren’t intended to be questions filled out on a form; but living conversations, human stories to be shared, and powerful bridges to be built. Think of your DEI initiative not as a routine task but as a monumental construction project. And this crucial step, this genuine engagement with every single person in your organization, is the unshakeable foundation. Without it, the grandest of designs will stand unfinished, or worse yet, come crumbling down. But with it, you increase your chances of building something that will last, something that is informed by the values of every individual in your company.
A Way Too Common Tale
The Executive leadership team sat quietly. Then Michael, the COO, broke the silence, “We do not have a racism problem in this company!” “In the last three years, we’ve recruited more Black and Latino people than we ever have before.” “It’s not our fault they leave within their first year.” “Our demographics could stand up against any of our competitors.”
Then David, the newly appointed CIO, chimed in, “Well, I still think we need to cover our bases.” “Diversity and Equity training is the new buzzword, and if any complaints related to race ever surfaced, it would probably be a good thing to have a formal DEI initiative in place.” Although you could sense the hesitation among the team, they ultimately agreed to roll out a new DEI training program in the next 45 days.
In January, they brought in a top consultant to map out their DEI landscape. The consultant provided a brief overview of her DEI curriculum and said she would start right away by assessing the organizational culture. On Monday morning, employees received a DEI survey via email that, to some, might as well have been in another language. Some were unfamiliar with the terminology and others racked their brains trying to guess which one of the colleagues used a racial slur. The survey used terms like microaggressions and intersectionality; terms that were unfamiliar to most staff. Some just kept quiet, fearful of standing out. Others, mystified by the questions, chose to delete the voluntary survey because in their minds, they were not racists and they had never been on the receiving end of racist comments. Although they were assured the survey would be anonymous, in the end, participation was scarce. Several of the Black and Latino staff considered participating, but most felt their feedback would land on deaf ears. Others wanted to respond, but they were concerned that the survey would be traced back to them based on their answers.
In the end, only 28% of staff responded to the survey. The results were generally inconclusive. While a few responded that they sometimes felt excluded from staff events and were subjected to racially insensitive comments, most respondents shared that they had never experienced “racism” or “discrimination” at work.
You might be shaking your head at this experience, but sadly this story is more common than you might think. Across the board, less than half of the employees typically participate in these assessments. And that, my friends, is like trying to bake a cake with half the ingredients. It just won’t rise.
Here are a few questions for reflection:
- Identify the Missteps: Where did the leadership team go wrong in their approach to DEI? What could they have done differently to ensure a more effective and authentic DEI initiative?
- Understanding Terminology: The story mentions that some employees were unfamiliar with terms like “microaggressions” and “intersectionality.” How can a company educate its staff about these concepts, and why is that understanding vital to a successful DEI program?
- Trust and Anonymity: Some employees feared that their responses might be traced back to them. How can a company build trust and assure anonymity in the survey process?
- Engaging the Underrepresented: Several Black and Latino staff considered participating but ultimately decided against it. What strategies could the company have employed to ensure that their voices were heard and valued?
- Analyzing Low Participation: The participation rate in this DEI survey was only 28%. What are some common barriers to participation in DEI initiatives, and how can they be overcome? How does low participation skew the results, and what can be done to ensure a more representative response?
- Creating a Culture of Inclusion: What long-term strategies should the company implement to foster a genuinely inclusive environment where all employees feel comfortable and respected?
- Your Own Reflection: How does this story resonate with your own experiences or observations in the workplace? What lessons can you take away from this tale to apply in your own professional setting?
- The Role of Leadership: The leadership in this story seems to view DEI as a protective measure rather than a core value. How can leaders foster a genuine commitment to DEI within their organizations?
The good news is, this leadership team has a choice to make, instead of throwing in the towel, they can roll up their sleeves and make the employees the stars of the show. They can start with asking, listening, and validating.
The moral of the story? Assessing DEI isn’t a one-man show or a check-the-box exercise. It’s a living, breathing process that demands ears to the ground and an open heart. If companies really want to get it right, they must pass the mic to those who walk the talk every day – their employees. The real wisdom lies within them.
What Should DEI Initiatives Include?
Comprehensive Understanding
They should encompass not just diversity in terms of numbers but also genuine inclusion and equity within the organization. It’s not just about how diverse the team is, but how they feel, interact, and grow together.
IBM conducts regular employee surveys and focus groups to gauge the actual employee experience concerning diversity and inclusion. This helps them understand the existing company culture and where improvements are needed.
Employee Engagement in Creating the Assessment
Asking those real questions I mentioned earlier. Employees must be engaged in the process from the beginning, contributing their insights and understanding.
Accenture involves employees in “inclusion and diversity councils” to ensure that their voices are heard and their experiences are considered in the assessment process.
Intersectionality
The assessments should recognize the overlapping and interdependent nature of social categorizations such as race, class, and gender.
General Motors has put programs in place that recognize the multifaceted identities of their employees, including supporting various employee resource groups that address the intersection of race, gender, disability, and more.
Include Actionable Insights
It’s one thing to gather data; it’s another to use it effectively. An assessment must lead to actionable steps that can be implemented and measured.
Salesforce uses its DEI assessment findings to develop clear action plans, such as adjusting salaries to eliminate the gender pay gap within the company.
Customized Approach to the Specific Organization
Adobe doesn’t rely on generic assessment tools but tailors its DEI assessment to the specific challenges, goals, and culture of the organization. This includes a personalized approach to mentorship and development programs for diverse talent.
Clear Metrics and Goals
Johnson & Johnson sets clear and measurable diversity and inclusion goals, and they track progress through specific metrics, such as representation across different groups, employee engagement scores, and promotion rates.
Ongoing Effort and Reassessment
Procter & Gamble has an ongoing commitment to DEI, with regular reassessment and updates to its strategies and policies. They recognize that DEI is not a one-time effort but a continuous journey toward improvement.
Compliance with Legal and Ethical Guidelines
Unilever ensures that its DEI assessments and programs are in compliance with regional and global regulations regarding diversity and equal opportunity, reflecting their commitment to ethical practices.
Why Some DEI Initiatives Fizzle
Lack of Commitment
Sometimes, DEI assessments are more about looking good than doing good. If leadership isn’t fully on board, the whole thing crumbles like a house of cards.
A large financial institution announced a grand DEI initiative with much fanfare but failed to back it up with the necessary resources and leadership support. As a result, the program lost momentum and credibility, becoming merely a symbolic gesture without real impact. Employees quickly noticed the lack of genuine commitment, leading to cynicism and disengagement.
One-Size-Fits-All Approach
Every company has its unique culture and challenges. A copy-paste approach won’t do justice to the specific needs of an organization.
A multinational retail chain implemented a generic DEI program designed by an external consultant without tailoring it to the individual needs and cultures of its various locations. The program fell flat in many regions, as it failed to address the unique challenges and opportunities present in each area. Employees felt that the program was disconnected from their reality, leading to resistance and skepticism.
Ignoring Employee Voices
This one’s a biggie. Ignoring employees is a major mistake. Overlooking the input of those who live and breathe the company culture every day is like designing a car without performing crash safety tests, considering environmental impacts, or asking the drivers what they need or want. You might create something that looks nice, but it probably won’t take you very far on the road to real diversity, equity, and inclusion.
A tech startup wanted to promote diversity and hired an external agency to conduct a DEI assessment. The agency used standard survey questions without engaging with the employees or understanding the company’s specific culture and dynamics. Employees felt left out of the process and saw the assessment as superficial and disconnected from their actual experiences. The subsequent DEI initiatives were met with indifference and even resentment, as employees felt that their insights and perspectives were ignored.
These examples emphasize that DEI assessments and initiatives must be genuine, tailored, and inclusive. A lack of sincerity, a cookie-cutter approach, and a failure to involve those who are most affected can turn a well-intentioned effort into a failed endeavor. The success of DEI initiatives hinges on an authentic commitment, a thoughtful approach that respects the uniqueness of the organization, and an inclusive process that honors the voices and experiences of all employees.
Wrapping it Up
For those who are considering starting a DEI initiative or maybe you need to breathe life into your current DEI efforts. Remember, it is not a superficial journey. It’s not a checklist. It’s a profound, ongoing commitment that requires authenticity, engagement, understanding, and action. It’s a winding road, full of complexity, but with the right approach, it’s a journey that leads to a richer, more inclusive, and ultimately more successful organization.
