In this episode, Anil and Morgan discuss the reality of DEI implementation and employee experiences, barriers to effective DEI implementation, and best practices and success stories. They highlight the need for DEI programs to go beyond training and incorporate meaningful business measures. They also emphasize the importance of holding individuals accountable for their actions and creating a culture where diverse voices are valued. The conversation touches on the challenges of requesting accommodations for disabilities and the need for clear processes and communication in organizations. Overall, the episode calls for a more inclusive and diverse corporate environment. These show notes include:
"If something's about to come out of your mouth and you're thinking, I don't know if I should say this or not, don't f****** say it."
Takeaways
DEI Training Isn't Enough: Simply putting people in a room for training doesn't create real change; there must be ongoing, actionable commitments.
Business-Oriented Measures: DEI success should be tied to tangible business outcomes like market growth and client expansion to ensure its importance is recognized.
Accountability: Organizations must implement real consequences for individuals who do not uphold DEI values, similar to consequences for unethical behavior.
Clear Accommodation Processes: Companies need clear, well-communicated processes for employees to request accommodations, ensuring both managers and employees understand the steps involved.
Operationalize DEI: It's crucial to integrate DEI principles into everyday operations, making them a fundamental part of the corporate culture rather than just a checkbox exercise.
Supporting Research
United Minds Study Reveals the DE&I Experience Gap: A Divide Between Company DE&I Efforts and Employee Experiences & Expectations
NEW YORK, May 14, 2021 /PRNewswire/ -- A new study on diversity, equity and inclusion in the workplace shows a divide between corporate efforts to advance DE&I and the lived experiences of many employees. Change management consultancy United Minds' report, Diversity, Equity and Inclusion: A People Imperative, finds that many employees are either doubtful or uncertain about the effectiveness of their employer's DE&I efforts, and that even amid heightened attention on the importance of advancing DE&I, bad behavior and lack of commitment persists within organizations. Key findings include:
Nearly half of employees surveyed (47 percent) report that they have personally experienced and/or witnessed discrimination, harassment and/or microaggressions in their current organizations. Notably, 24 percent of employees who have experienced discrimination, harassment and/or microaggressions are considering leaving their organization in the next year – three times as many as all employees in the benchmark.
While 57 percent of all employees are very satisfied with their organizations' approach to DE&I, nearly one-third of employees (31 percent) have doubts whether their employer is investing sufficiently to advance DE&I.
Thirty-four percent of all employees, including 39 percent of leaders, believe DE&I initiatives are "a waste of organizational time, effort, and money." Understanding – and addressing – the factors driving these perspectives is key to making progress, as the research also shows that leadership tone and behavior is the strongest predictor of whether or not employees are satisfied with their organization's' approach to DE&I.
Additionally, more than a quarter of employees (29 percent) have doubts whether their organization was working hard to build a diverse, equitable and inclusive culture prior to the racial unrest in 2020.
"While it's heartening to see the robust efforts organizations across industries and geographies are taking to advance diversity, equity and inclusion, it's clear that the gap between ambition and impact is vast," said Kate Bullinger, CEO, United Minds, a Weber Shandwick consultancy. "Substantive and lasting change begins with understanding the true delta between effort and impact."
The report also found that nearly 20 percent of employees doubt whether people treat each other respectfully in the workplace, and more than 30 percent doubt whether inappropriate behavior is not tolerated. Additionally, employees report inconsistencies and roadblocks in the experience and opportunities for women and ethnically/culturally diverse professionals, including:
Only 58 percent strongly believe that men and women are treated equitably.
Only 53 percent strongly believe that people from all ethnic and cultural backgrounds have an equal chance to be successful.
Only 56 percent strongly believe that racist, sexist or otherwise discriminatory or offensive language is not tolerated.
Rewards and Risks
The research reveals that employees recognize DE&I as a key driver of business outcomes and that it pays even more dividends when considered as part of a holistic business strategy:
Recruitment: 79 percent believe a diverse, equitable and inclusive organization attracts high quality talent.
Retention: 71 percent agree that it is important to work for an organization that values DE&I.
Reputation: 80 percent believe that DE&I initiatives improve the organizations reputation among customers.
ROI: 72 percent believe DE&I initiatives improve the bottom-line.
Conversely, organizations that do not prioritize DE&I face significant risk – reputationally, competitively and legally:
63 percent agree (42 percent strongly agree) that their organization promises more than it delivers when it comes to DE&I, which can alienate employees and expose organizations to media scrutiny. Employees are becoming an increasingly powerful force in shaping brand reputation. In a separate, recent poll commissioned by United Minds, research showed more than half of employees have used their personal platforms to speak out about their employers' practices, policies and positions – both positively and negatively.
Only half of employees are very satisfied with their current job (50 percent) and believe their organization has the capacity to attract, grow and retain diverse talent (55 percent), which impacts an organization's ability to deliver on its mission.
Only half of employees (52 percent) strongly believe they would speak up or report if they witnessed inappropriate treatment, and nearly one-third (33 percent) either doubt or are not sure if HR would swiftly and competently address complaints about discrimination and harassment. Allowing bad behavior to go unchecked creates a toxic work environment and opens an organization up to potential lawsuits.
Academic articles and research on the effectiveness of DEI initiatives
This time it’s personal: Shaping the ‘new possible’ through employee experience
Harvard Business Review: DEI Gets Real
McKinsey & Company: Shaping the ‘new possible’ through employee experience
Society for Human Resource Management (SHRM): Diversity, Equity & Inclusion
Annenberg Foundation for Inclusion, Diversity, and Equity: Research and Resources
Diversity Best Practices: Case Studies and Reports
Journal of Business Ethics for studies on the ethical dimensions of DEI programs.
Harvard Business Review for practical insights and case studies on implementing DEI in business settings.
Academy of Management Journal for evidence-based reviews of DEI practices and their effectiveness.
Suggested Reading
Here are some suggested readings on Diversity, Equity, and Inclusion (DEI) to deepen your understanding:
"The Diversity Bonus: How Great Teams Pay Off in the Knowledge Economy" by Scott E. Page - Explores how diverse teams outperform homogenous ones.
"What Works: Gender Equality by Design" by Iris Bohnet - Examines evidence-based approaches to reducing gender bias.
"The Inclusion Dividend: Why Investing in Diversity & Inclusion Pays Off" by Mark Kaplan and Mason Donovan - Discusses the business benefits of investing in DEI.
"White Fragility: Why It’s So Hard for White People to Talk About Racism" by Robin DiAngelo - Provides insight into racial dynamics and the importance of discussing race openly.
"Unconscious Bias in Schools: A Developmental Approach to Exploring Race and Racism" by Tracey A. Benson and Sarah E. Fiarman - Focuses on addressing unconscious bias in educational settings.
Wrap up
In conclusion, bridging the gap between the intentions and realities of DEI programs requires more than just training sessions and policy changes. Genuine leadership commitment, measurable business outcomes, and a deep integration of DEI values into the core of organizational culture are crucial. By understanding and addressing the barriers to effective DEI implementation and learning from successful case studies, companies can create inclusive environments that not only enhance employee engagement and retention but also drive overall business success. Prioritizing DEI is not just ethical; it's a strategic advantage.
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