Numerous efforts towards diversity, equity and inclusion (DEI) are made by companies around the world every year. In the U.S., millions of dollars are spent annually on consultants and diversity-related training, but the measurable impact is not proportionate. There are benefits from training in the direction of increasing awareness, but it takes sustained effort and action to eliminate bias and bad behaviors in the workplace.
Measurable progress
Lily Zheng, a DEI strategist and consultant, analyzes in her book “Deconstructing DEI: Your No-Nonsense Guide to Doing the Work and Doing It Right” how current methods and best practices leave marginalized people feeling frustrated and unconvinced of their leaders’ sincerity.
Viewing diversity as simply a variety of personalities proves insufficient. Diversity is truly present when an organization creates a representative workforce that is perceived as accountable and trustworthy, especially by marginalized populations.
Equity consists of a fair and just assessment of the success and well-being of all stakeholders without discrimination, mistreatment or abuse. Equity can only be achieved by removing structural barriers to its implementation.
Achieving real DEI requires organizational accountability through actions that address current and historical inequities and are responsive to the unique needs of diverse individuals, groups, and organizations.
Where efforts fall short
The reasons diversity and inclusion efforts are lagging are economic uncertainty, talent shortages, and a depleted workforce. The result is a negative impact on talent retention, the ability to meet customer needs and the company’s bottom line.
Another aspect that companies fail to anticipate is the intensity of employee resistance and dissatisfaction when organizations change.
In search of real change
To achieve real change and progress in DEI, organizations must prioritize outcomes that matter. These include improving the health, well-being and success of people while reducing discrimination for all stakeholders, including employees, contractors, communities and the environment.
For real change to be achieved, people’s messages and actions need to be authentic and not pinkwashing. One should not wear badges or T-shirts supporting the rights of LGBT+ people but not take action when for example a colleague makes a homophobic comment.
For DEI to be a true success, organizations must understand the role of trust in inspiring workforce participation, fostering communication, and engaging stakeholders.
