The Intersection of Culture And DEI
- Morgan Hunter
- Feb 20
- 3 min read
In this episode of Monster in My Closet, Anil and Morgan explore the intersection of culture and DEI with Kristen Knepper Bahbahani, a seasoned DEI practitioner. Together, they dissect the challenges of creating meaningful inclusivity in the workplace, discussing the importance of embedding DEI into organizational culture, navigating resistance, and fostering a growth mindset to address systemic biases. The episode emphasizes actionable strategies for operationalizing DEI and creating a sustainable culture of equity, while also tackling the emotional barriers individuals face when confronting these issues. These show notes include the following:
“DEI isn’t a snack—you don’t just take one bite and call it done.”
Key Takeaways
Integrate DEI into Daily Operations: Identify areas in your company where DEI practices can be operationalized, such as transparent hiring, salary audits, and regular feedback loops.
Track Metrics: Use data to analyze hiring trends, retention rates, promotions, and complaints to uncover disparities.
Adopt a Growth Mindset: Treat DEI like going to the gym—consistent effort leads to lasting change. Commit to learning and improving without expecting perfection.
Encourage Vulnerable Conversations: Build psychological safety by encouraging open dialogue and acknowledging missteps without fear of judgment.
Challenge Biases Actively: When you notice defensive reactions or biased assumptions, pause, reflect, and ask yourself why.
Personal Growth Through Exposure: Immerse yourself in diverse perspectives by following new voices, attending cultural events, or engaging with colleagues from different backgrounds.
Leadership Accountability: Encourage leaders to set the example by actively participating in DEI initiatives and being transparent about their own gaps and growth.
“If you’re a fish in water and claim you’re not wet, I’ve got news for you—you’re soaked.”
Research and Statistics
Diverse Teams Outperform Homogeneous Ones: Studies consistently show that diverse teams are 35% more likely to outperform their peers financially and are more innovative.
Unconscious Bias Training Effectiveness: Research indicates that one-off unconscious bias trainings often fail; long-term, integrated strategies are more effective in reducing workplace inequities.
Psychological Safety Drives Inclusion: Google’s Project Aristotle found that psychological safety is the number one factor in high-performing teams, highlighting its role in DEI.
Representation and Retention: Companies with diverse leadership report higher employee retention rates, reflecting a more inclusive workplace culture.
Suggested Reading
"How to Be an Antiracist" by Ibram X. Kendi
"White Fragility" by Robin DiAngelo
"The Sum of Us" by Heather McGhee
"Blindspot: Hidden Biases of Good People" by Mahzarin R. Banaji and Anthony G. Greenwald
"What Works: Gender Equality by Design" by Iris Bohnet
“Want to create real change? Stop treating DEI training like a one-and-done kumbaya session.”
Wrap-up
Creating a truly inclusive workplace requires more than just policies or training—it demands a cultural shift driven by consistent action, accountability, and an openness to growth. As we learned in this episode, DEI isn’t a one-time initiative but a journey that requires commitment from leadership and every individual. By integrating DEI into daily operations and fostering curiosity and vulnerability, organizations can cultivate a culture where every employee feels valued, safe, and empowered to thrive. Let’s not settle for surface-level change—let’s build workplaces that embody equity and inclusion every day.
“You can’t grow without others—your personal echo chamber isn’t a feedback loop.”
More About Kristen
Kristen Knepper Bahbahani is the founder of Work. Like a Girl.co, an executive career coaching and consulting firm. Kristen works with individuals and organizations to develop leaders, create a strong culture, implement DEI strategy, and strengthen team communication.
Kristen is a former attorney and Senate policy advisor, who transitioned into the field of technology. Within technology, she served as an account manager, director, and senior director to global teams at multiple companies. Her mission is to uplift those who have traditionally been underestimated, while increasing performance and profit.
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