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Stretch

In the face of continued anti-DEI backlash, there are still many companies and communities that remain committed to advancing DEI in their organizations. Some are further along the journey, while others are just getting started and need support to figure out the next right thing to do. In the next few newsletters, I’m going to be diving further into different things you need to consider and come to alignment within your organization to ensure that your DEI efforts stand the test of time.

Identifying the Why

When people ask me, “Where do we even start?” my response is always, “Start with your why.”

So what exactly does that mean?

Essentially, it is the reason that you chose to even embark on the journey of DEI within your organization in the first place.

• It is an acknowledgment that your organization or community does not exist in a vacuum but rather in the greater context of society and is susceptible to the same biases and inequity that we see outside of the workplace.

• It is the recognition that you’re likely operating in systems and with policies that tend to favor particular classes of individuals over others.

• It is the motivating factor behind why you choose to invest in DEI efforts in the first place.

• It is aligned with your values as a company or organization, particularly those values that have to do with people.

It’s critical that first your leadership team and then your greater organization understands what your why is and is also able to clearly articulate it.

What’s so important about the why?

The “why” behind your leadership and organization’s investment in DEI is critical right now because it serves not only as a clear articulation and justification to invest within this space but also as a moral compass for your leadership. Often, you hear the “why” referred to as a “Diversity statement” or “Commitment to DEI.” Both refer to the outcome of the same exercise of identifying why your organization is investing in DEI in the first place.

The DEI functions embedded in higher education, corporations, and community groups have faced intense scrutiny over the past year, both through legislative action to ban various DEI capabilities (eg., mandated training) as well as legal attacks that have resulted in the dismantling of critical equity frameworks such as Affirmative Action.

Having a clear “why” that everyone from your C-Suite down to your interns can articulate helps your organization to remain aligned, even when you face pushback, criticism, or challenges of your DEI investments.

What does a “why” look like?

Each company and community has their own way of approaching how they build their “why.” Some choose to create a consice statement that affirms their committment to diversity, equity, and inclusion. Others choose to create a more robust statement that is then shared widely across their organization.

Here is an example of a concise statement from Adobe:

“At Adobe, we believe that when people feel respected and included, they can be more creative, innovative, and successful. While we have more work to do to advance diversity and inclusion, we’re investing to move our company and industry forward.”

As opposed to Lego, who chose a more expanded statement:

“We believe the LEGO Group – and LEGO® play – is for everyone, no matter where you come from, what you look like or how you identify.

It’s our mission to inspire and develop the builders of tomorrow. To succeed in this mission and help all children develop the skills that will help them fulfill their potential, we must continue to play our part in building a more inclusive and equitable world, starting with our own organization.

So what is right for your company or community? That is up to your leadership team, marketing, and communications teams. It shouldn't exist in a vacuum under the control of your C-Suite alone, but rather in collaboration with various organizational functions. This ensures that multiple perspectives are being considered and your why is articulated.

Getting started

To start, it’s important to bring relevant stakeholders together and answer some important questions as a group. Check them out in the Reflect section of this week’s newsletter.

Once the group is able to effectively articulate answers to these questions, you can move into writing and formulating an impactful DEI commitment for your organization.

Understandably, if you’re new to DEI, this can feel like a daunting statement to write. I’ve included a starting template in the Act section of this week’s newsletter. I recommend using that as a starter template and adjusting it for what your organization needs.

Your “why” may evolve and that’s OK. It isn’t about seeking perfection in this statement, but it is a powerful step toward action and commitment.

Reflect

Here are some questions to consider when figuring out what your “why” is an organization:

1. How does DEI align with our company’s mission and core values?

2. In what ways can DEI help us live out the values we promote internally and externally?

3. How can we create a workplace where all employees feel valued, respected, and empowered to contribute?

4. Are there specific barriers or inequities that employees from underrepresented groups face in our organization?

5. How can we work to dismantle these barriers and create a more equitable environment?

6. Are there underserved communities or markets we can better connect with through DEI efforts?

Act

Here is a template to get you started on crafting your own DEI “why":

“At [Company Name], we believe that a diverse, equitable, and inclusive workplace is essential for fostering innovation, driving growth, and creating a culture where everyone can thrive. Our investment in DEI is rooted in our core values of respect, collaboration, and excellence. We know that bringing together people from different backgrounds, experiences, and perspectives leads to better problem-solving, creativity, and ultimately, better outcomes for our customers and stakeholders.

More importantly, we see DEI as a moral imperative. By prioritizing equity and inclusion, we strive to address systemic barriers, ensure fair opportunities, and create a workplace where all employees feel valued, respected, and empowered to bring their authentic selves to work. This commitment is critical not only for the success of our business but for the betterment of society as a whole.”

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