#DearHolistic: How do we keep the conversation going in the DEI space?

Dear Holistic,

Beyond establishing DEI objectives, how do we keep the conversation going and maintain momentum in the diversity, equity, and inclusion space? We’ve heard feedback from employees that they appreciate what we’ve started–like instituting company-wide training or creating transparent goals to improve racial diversity–but we don’t want this to feel like a “one and done” effort that is forgotten about. We want DEI to continue to be a part of the fabric of our organization and we want our employees to buy-in. More than that, we want to make sure they understand the conversation we’re trying to have. What advice do you have for us?

Sincerely,

Keeping Up the Conversation

* * * *

Dear Keeping Up the Conversation,

Thanks for writing. There are two ways you can keep the conversation going in the DEI space: connecting to humanity and connecting with a shared vision.

Connecting with humanity: Ultimately when we talk about diversity, equity and inclusion, we really mean people just want to be seen, heard, and understood. Yes, you can create any number of initiatives, KPIs or statements and they are all great ways of showing your commitment. However, those tactical items won’t mean nearly as much as what you do in your day-to-day experience to uplift those around you. Items like pay equity, sponsorship/mentorship, and mentioning people when they are not in the room are all much more important to your employees than measuring if your company is performing as well as someone else’s company. Keeping your people at the forefront is a great way to keep up the momentum in DEI.

Connecting with a shared vision: Most of your employees want to do the right thing but they’re not sure what that “thing” is. It is up to you as a leader in your organization to give your team guidance but also let them explore and figure out what that is for themselves. The goal is to have a shared vision of the destination, but not necessarily map out what the journey is going to be. Allowing your teams to have shared ownership in DEI outcomes and goals will keep everyone engaged and excited.

Diversity, equity, and inclusion is not about the numbers, the events you put on, or the statements you put out– it is about the people who make up your organization. The next time you talk about your goals, start with the people-first approach and allow your people to help steward the conversation

Yours truly,

Holistic

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