It is fair to say that Diversity, Equity and Inclusion is firmly on the corporate agenda – and quite rightly so. The business case is strong to do it and organisations have spent $billions on training and initiatives for years – but nothing seems to be shifting the dial. The cost of not having a robust DE&I focus hits our recruitment options, cost of replacing talent, reputation damage, reduction in engagement and… and… and…. In fact we have now reached a point where the challenges are increasing.
“Diversity is a mixture. Inclusion is making the mix work”
- Companies have invested heavily without much return – no tangible ROI identified.
- Traditional training on what to say, what not to say and how our unconscious mind is the problem has not worked.
- DE&I still has a reputation as a tick box activity and there is truth in that due to organisation focus being for the wrong reasons.
- The industry focus and sensitivity around DE&I is constantly amplifying – however, perception is at it’s lowest.
- The human being is trapped in a physiological response cycle, finding it hard to break and no longer engaging completely.
We’re seeing a reaction…people demanding international men’s day and leaders not knowing what to say for fear of offending someone – its more polarizing than cohesive.
It is time to reset the organisational intent on why to do something at all – no more tick boxing, reset the language we use – less negativity and no more TELLING or “mandating” and reset the focus and thinking so it feels more natural, human and accessible to everyone.
Focusing on the HOW – inclusion starts where we meet each other, with positive intent, in genuine curiosity, bravery and accountability of our conversations.
Inclusion is the input – diversity & equity is the outcome
We believe all three elements are critical for shifting systemic change. But trying to do all three together is difficult and Diversity & Equity have to be board level areas of focus (alongside a dedicated and passionate DE&I team) – this change can take time and cause frustration and fear.
However, EVERYONE can influence Inclusion. EVERYONE can play a part in creating a truly inclusive culture. One where:
- Evereyone feels like their uniqueness is celebrated.
- Everyone feels that they have found a place they belong.
- Diversity at every level is part of the cultural DNA.
- Equity is understood by all and the right mechanisms are in place to ensure it is happening.
We believe that an organisation will never solve Diversity & Equity without creating an Inclusive Culture first.
Inclusive Thinking + Inclusive Behaviours + Inclusive Leaders + Inclusive Action =
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Clients we’ve helped
Gallagher Benefit Services – US
Hilton - A place where everyone wants to work and nobody wants to leave
Nationwide - Building future legendary service
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Say goodbye to the classroom. Companies are now figuring out how to best use technology to make sure workers learn—and retain—what they need to know. https://www.wsj.com/articles/how-covid19-changed-employee-training-11637612390
Sally Earnshaw in conversation with HR Review https://youtu.be/uQTjTUKbWAM