You Belong Here

Stretch

“If I’ve learned anything about this work, it’s that it is a marathon, not a sprint.”

These words changed my world when I was a newer DEI practitioner and granted me the greatest gift: perspective.

I had the opportunity to speak with a Civil Rights attorney as we were working through a particularly contentious legal issue as I led a DEI initiative at an organization. We were talking through the details of this particular issue, and she chuckled, not flippantly, but because she’d seen this same issue time and time again. It was then that she shared this wisdom that I’ve carried as a core part of my practice since that day.

It's also the phrase I keep in mind as I observe what is happening right now, with businesses quickly abandoning their DEI initiatives out of concern for individuals like Robby Starbuck and the potential loss of their DEI-averse customer base. When companies do not have a strong foundation for their DEI business functions to thrive or aren’t clear on why they’re engaging in this work in the first place other than jumping on a bandwagon, it’s clear to see why they’re so quick to abandon these efforts.

Many of the companies we see abandoning their DEI teams and leaders now were disingenuous about their investment in the first place, seeing it as nothing more than appealing to their customer base in the hopes of raising their profits. Now, when they feel like that profit is threatened, they’ve quickly turned their course. Unfortunately, this is a tale as old as time and it is a short-term strategy that will ultimately hurt these organizations from a talent and innovation perspective. But you can’t force organizations to invest in to a human-centered space until they are ready.

However, for the rest of us, there is still much work to do. Contrary to what the news cycle might have you believe, DEI is very much alive in many organizations and the work is only becoming more relevant, particularly to the emerging Gen Z workforce. According to a recent survey from Monster, 83% of Gen Z states that a company’s commitment to DEI is important when selecting their employer. This is not a statistic to dismiss; as outlined in the same article, Gen Z is set to outpace other generations in being the largest presence in the workforce at 37% this year.

So if you are an organization that is still invested in DEI, what are areas that you need to consider to ensure you remain a competitive choice among top-tier talent?

Here are a few places to start:

• Your Why: As an organization, why are you investing in this work? This should be a conversation among your leadership and be a reason that all of you can articulate. If you aren’t clear on this, it isn’t time to move ahead.

• Treat DEI as a business imperative: Just as you would create a strategic plan for any other business function, DEI requires that same thoughtfulness and investment as well. Invest in appropriate planning, budget, and leadership to ensure this function is set up for success.

• Be realistic: Many business leaders think that DEI practitioners are wizards who can magically fix systemic issues in a quarter, 6 months, or a year. Systemic issues require systemic solutions, and depending on the issue, can take multi-year solutions. Prepare for a long-term investment, just as you would with any other business function.

• Acknowledge your learning opportunities: No one starts in this space as an expert. If you need to upskill, that is OK and it is necessary. Take the time to learn and role model learning what you don’t know to others.

In the face of the anti-DEI pushback, the best thing allies, advocates, and practitioners can do is stay the course. We’ve seen different versions of pushback like this before. Staying calm in this latest storm will keep us moving in the right direction.

If your organization or you need individual support in your DEI journey, please reach out! I can be contacted at [email protected].

Reflect

1. How might fostering a more inclusive environment positively impact my team, colleagues, or community?

2. How could a diverse workforce contribute to innovation and problem-solving within my organization or field?

3. What kind of legacy do I want to leave when it comes to supporting diversity, equity, and inclusion?

Act

1. Start with Learning: Read books, attend webinars, and listen to podcasts about DEI topics. Share these resources with your team to foster collective learning.

2. Conduct an Audit: Evaluate your organization's current practices, policies, and culture to identify where diversity, equity, and inclusion gaps exist.

3. Examine Policies for Bias: Review workplace policies (e.g., dress codes, parental leave, and promotion criteria) to identify and eliminate biases or barriers for underrepresented groups.

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