Diversity, equity and inclusion is experiencing a challenging moment. Whilst this session was an introduction to addressing the recent challenges, diversity, equity and inclusion practitioners and leadership agreed we are in a moment, and whilst DEI will continue, the emphasis was placed on thinking through communications and rationale. It was agreed that there was a need for further ways we can collectively support inclusion and each other, both within the current climate and moving forward in the future.
A big thank you to Lloyds Banking Group for hosting this inaugural session.
Key points: How are organisations reacting to the DEI landscape
The business rationale
A chance to audit your inclusion strategy
Organisations said this was an opportunity to assess what was working in this space, and also what isn’t. Many organisations have already been auditing their programmes and initiatives for some time to reflect on whether they are inclusive and have impact.
Providing data and business case
DEI work and initiatives needs to be more strategic and less reactive. Giving a clear business case for initiatives, and a data driven approach to understand the gaps for organisations that have good diversity data.
Measuring success
Any initiatives you are implementing, ensure there are ways of measuring feedback, potentially through surveys, and there are measures for success, for example how we use data to ensure this supported the objectives.
Global and local business
States vs UK
The challenges differ for those organisations who are headquartered in America, and particularly those who have federal contracts, there is more of a need to be more considered within their DEI communications.
Commitment in the UK
Some organisations mentioned that they were committed to continue with their strategy, referencing “doubling down” on DEI, with leadership and CEOs coming out to pledge their support of this agenda, particularly in the UK.
“We need visible and committed reassurance on DEI from leadership”
Communications strategy
Revising communication
Comms should be aligned to the purpose and ethos of the business. Additionally, teams should be considering how comms impacts customers and communities to obtain buy-in and bolster the longevity of the business. Many organisations sited that they had revised their external communications particularly.
Language
Organisations mentioned they are moving more into the inclusion space, whilst diversity still sat underneath. For example, inclusive practices, supporting colleagues to be inclusive of diverse groups. Many have moved to inclusion, with a few referencing culture and belonging. The term equity had been viewed as contentious by some organisations, and misconstrued as positive discrimination, therefore becoming counter productive to inclusion progress.
For some organisations, they have opted to mute external communications on DEI for the time being.
“Perhaps the language of people was policed too much in 2020 which diminished the psychological safety of others.”
Diversity is still a necessity
Diversity, intersectionality and lived experiences
To avoid homogenising employees from specific backgrounds we should look to engage in more storytelling and understanding intersectionality. This will allow business to see how the personal characteristics and experiences of people from various backgrounds fit into Diversity Data.
Where does DEI sit?
Various perspectives were raised on this as the role, particularly as DEI strategy has grown and covers many business functions as well as supporting a positive culture and belonging for and between colleagues. Feedback included an emphasis on DEI being part of CSR, ESG, Talent or HR. DEI could be looked at as a culture initiative and everyone agreed that central to DEI is respect and fairness.
“DEI teams should be acting as consultants /knowledge banks, the onus should be on the organisation to set the tone and make DEI happen”
Allyship
We put less emphasis on the label ‘Ally’ and more emphasis on the traits and actions of a good ally. Everyone should aim be inclusive, understand difference and how to support colleagues. We need to better articulate what this looks like to support business needs, and articulate bias better, so people understand how to practically mitigate this within systems and behaviours.
Support for DEI practitioners
The increased amount of work, coupled with a current challenging landscape, has meant that those working in DEI mentioned more support was needed, both to aid psychological safety and burn out.
Next steps
Committee
We will be holding a series of sessions with the following objectives:
• Sharing how organisations are operating during the current climate
• Together tackling challenges and identifying ways of innovating and creating progress
• Determining how we can be a unified voice to counteract the negative comms around inclusion
• Supporting and to building networks for DEI practitioners
All sessions will be Chatham House rules, with key finding shared to our wider membership.
Conference
The theme of this year’s conference is “Navigating a changing landscape”, where we are committed to continue supporting DEI practitioners and organisations wishing to address some of the challenges within inclusion.
To find out more and view the conference agenda: here
Let us know if you want to find out more email: admin@investinginethnicity.org
