Leadership and Action on DEI in the Organization
Mark Ledden shares an article from his company blog on leadership and action in diversity, equity, and inclusion within the organization.
This past year has caused tectonic cultural shifts. The same is certainly true within organizations. With the pandemic, many organizations have jumped feet first into remote working, flexible work schedules, and new ways of engaging their teams. At the same time, virtually every organization we’re aware of is seeking to respond to the calls for justice and equity across racial, gender, and sexual identity, both in the U.S. and globally.
This reckoning has profoundly impacted organizational thinking about culture – especially as it relates to how healthy organizational cultures can achieve optimal diversity, equity, and inclusion within the workplace.
Through our client collaborations, especially our work on culture diagnostics and development , we at Kenning have also been expanding our thinking. Below are some themes we’ve noted over the past year, and some related questions that have proved helpful for further consideration. Given our focus on development, we call out implications for how to approach DEI efforts as an opportunity to learn.
Strategy, accountability, and engagement
DEI strategy has a powerful connection to the broader organizational strategy. We have seen the value of connecting DEI into a fuller organizational strategy. Making connections between DEI and business strategy can unify an entire organization, even if there is not unanimous agreement about how to approach the specifics of DEI internally.
Questions to explore:
How can we evolve our organization’s thinking by explicitly designing with a diverse and inclusive client and customer base?
How can we create space for conversations about how to enhance that goal through internal alignment?
Momentum and empowerment go hand in hand with accountability across the entire team. As with any strategy, an organization’s approach to DEI needs engagement from top leadership. However, by definition DEI demands centering perspectives that have been previously marginalized. This means bringing an eye toward inclusivity of experiences and perspectives throughout the organization, well beyond those found in the C-suite or among leadership teams.
Key points include:
- Strategy, accountability, and engagement
- Momentum and empowerment
- Unfolding external and internal events
Read the full article, Taking a learning approach to DEI, on KenningAssociates.com.