DEI has felt like it has come under assault in the last few weeks. On Monday we held our “Safe Space: DEIB – what now?” event for HR & DEIB leaders. It was an opportunity to explore the shifting context of the work of inclusion, diversity and equity, and discuss how to step forward.
This is the first of two blogs summarising the themes emerging from that conversation. This blog shares the response from organisations and their overwhelming commitment to inclusion. The second blog outlines the personal responses of the HR & DEIB leaders themselves.
Shifting context for DEI
Globally, social and political changes are creating uncertainty for the work of diversity, equity and inclusion. Largely, this uncertainty is driven by recent executive orders signed by US President Donald Trump. However, the voices of influential global business leaders are also gaining attention in the press.
Our event was advertised as an opportunity to explore the impact of these changes. But overwhelmingly the people who registered for the call agreed that there was no need to talk about what is or isn’t happening. They each had their own sources and ways of staying up to date. Rather they asked us for time and space to explore how those changes are impacting other businesses and how those organisations are responding.
Organisational response
One of the leaders at the event captured it beautifully when she said
“From a content perspective, not much has changed. The needs are the same, the business case for DEI is the same. It’s the rhetoric that has changed.”
Ongoing commitment to inclusion
Many organisations confirmed that their leaders remain committed to the goals of equity and inclusion. We shared stories of leaders who had proactively communicated to their whole businesses to confirm their commitment to inclusion. Emails and communications had reminded all employees that their organisation welcomed difference and was a safe space for all.
Striking also was how many organisations had also taken time to reach out to communities who might feel particularly vulnerable. One HR leader described their efforts to “focus on people who need a safe space”. Organisations have been reminding their employees about resources such as Employee Assistance Programmes and Employee Resource Groups, which can provide support and guidance.
Lead from values
Several organisations talked about staying grounded in their values, and how they had been able to draw upon these to reassure employees about their commitment to inclusion and equity.
Values such as belonging, authenticity, and inclusion are allowing organisations and their leaders to position their ongoing activities appropriately and stay on the front foot.
Sensitivity around communications
In the face of the challenge to DEI, some organisations are thinking carefully about their communications, both internally and in the public eye. One leader spoke delicately about reviewing public-facing information so as not to “invite criticism where not necessary”. Another talked about the need to be “tactful” in our language.
Others agreed and gave examples of repositioning DEIB work to increase the focus on strengthening organisational culture or building community.
Acknowledging range of perspectives
Perhaps unsurprisingly from a group of professionals who pride themselves on being inclusive, the leaders on the call were able to represent a range of perspectives. We acknowledged that some people see the changes that are being driven as an opportunity to reinvest in research and development and innovation.
Preserve the progress made
Many leaders saw a need to protect the progress that has already been made in organisations on processes that support equity and inclusion. For example, the systemic policies, practices and procedures that create equity of access and opportunity.
Opportunity to reset
Some of the leaders saw opportunity in the changing landscape. They accepted that some of the DEI initiatives that were focused on changing behaviours in their organisation had not created the impact that they hoped, and they anticipated using this moment as a chance to challenge and refocus their work.
Perhaps it is a chance to step away from some of the more dated practices and explore innovative ways to help leaders become allies and have the psychological flexibility to lead in a way that creates inclusion and equity for all?
Commitment to inclusion
The business case for inclusion only gets stronger. Organisations that create an equitable and inclusive environment, bring financial, social, economic and environmental benefits not just for themselves but also for the wider community.
So it was heartening to hear, overwhelmingly, that the response from all the organisations represented on the call had one thing in common: a continued commitment to inclusion.
Despite the changing rhetoric, despite the challenges ahead, the work of inclusion will remain.
What next?
As you consider how your organisation is responding to the shifting context of DEI, ask yourself:
- How equipped are our leaders to continue acting as allies even without the scaffolding of some DEI initiatives?
- How can we equip individuals in our organisation with the psychological flexibility to stand on their firm ground despite the changing rhetoric?
And click here to read our second blog in this series, sharing the personal responses of the HR & DEIB leaders themselves.
