Diversity, Equity and Inclusion is a real business strategy that is not just about creating a plan and implementing it. It is essential that the plan is sustainable long-term regardless if there is a change in leadership, and/or policies. It has to represent the cultural essence of the company. It cannot be seen as a silo. Silos are not sustainable. If you plan to embark on this change it has to be with the focus that the corporation reflects the true essence of being diverse, equitable and inclusive. The company culture also has to be ready for the tensions that can pose as obstacles, but every hurdle can be overcome by anticipating and executing a plan that takes these tensions in consideration.
I believe, and many of you out there too, that the benefits outweigh the negatives. There are always disadvantages to everything when you look at all sides. I think the question is does the benefits outweigh the disadvantages? Unequivocally, my answer is yes. There are clearly tensions that a DEI strategy can expose within an organization.
Here are my top 3 challenges of developing, implement and assuring that the DEI approach is embedded and sustainable within the company’s culture. I call them the DEI Tensions:
#1 on my list is PUSH BACK from Employees – many employees already feel like they are stretching trying to achieve the company’s goals. Now, DEI is added and not only does effort have to go into its success but so does a positive attitude. Many push-back because they feel like they do not have the time, energy for the additional effort or the positive attitude needed to make this approach successful.
#2 on my list is MEASURING DEI’s effectiveness. A lot of thought needs to go into measuring the effect and making sure it aligns with the strategy, objectives and goals. It is not a one solution fits all approach. New measurements tools and guidelines may be needed.
#3 on my list is that undoubtedly BIASES will emerge within the organization. It is not intentional. Most of us do it. We all like being around people that are more like ourselves which is the opposite of being in a diverse, equitable and inclusive environment.
This change is not easy but it is doable. Your DEI plan and implementation will forever change the culture of the company. It will take instituting new policies, training and developing your people along the entire journey. Then measuring, measuring and measuring; and, evaluating, course correcting and then measuring again when needed.
So if you are considering this journey; or, you have already started it these tensions are normal that you are experiencing. Your company and employees will get to the other side reaping the benefits. Ultimately, companies undertaking this cultural change will see happier employees, better productivity and increased profits. It has been studied and proven to be true; so, expect some tensions, experience it, plan for it and move past it. Your company and employees will be better for it!
Sonya Ruff Jarvis is a Business & Marketing Consultant; Content Creator & Connection-Maker; Thought Leader & Industry Expert and Book Author & Entrepreneur. Areas of expertise include: Retail; Marketing; Diversity, Equity & Inclusion (DEI); and Human Resources. Sonya has been a part of the B2B retail industry for more than 30 years. Interested in Sonya’s books? They can be found on Amazon or get an author autographed copy at www.jarvisconsultants.com.
Let’s talk about your next project and how Jarvis Consultants can support your initiatives; email sonya@jarvisconsultants.com.
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