How using holistic DEI helps you create systemic DEI change
Holistic DEI (Diversity, Equity, and Inclusion) takes into account the interconnectedness of the many different dimensions of diversity, equity, and inclusion. It recognizes that diversity is not just about visible differences such as race, gender expression, and age but also includes less visible aspects such as socio-economic status, cultural background, (dis)ability, citizenship status, accents, and neurodiversity. Holistic DEI work acknowledges that creating a truly equitable and inclusive environment requires more than just surface-level changes. You must commit to deep structural and cultural shifts.
Holistic DEI work helps create systemic DEI change by taking a comprehensive approach to identifying and uprooting the causes of inequities and exclusions within an organization. Instead of focusing solely on addressing individual biases or providing diversity training (often focused on intra- and interpersonal aspects of DEI work), holistic DEI work involves creating systemic changes in order to dismantle the structures, policies, and practices that perpetuate inequities–and providing the knowledge, skills, and tools leaders and staff need to embed the new systems, structures, and policies into the organization. This approach recognizes that DEI work is ongoing and requires a long-term commitment and investment from organizations and individuals.
Some examples of Holistic DEI work include:
Conducting equity audits to identify organizational policies and practices that produce inequitable outcomes within the organization–and dismantling those policies and practices and replacing them with equitable ones that are co-constructed and person-centered.
Implementing practices for equitable, transparent hiring and promotion at all levels within an organization.
Creating inclusive workplace cultures that support employee belonging and psychological safety by building trust between colleagues and both learning and meeting the needs of employees.
Engaging in ongoing education, skill-building, and dialogue around issues of diversity, equity, and inclusion.
By taking a holistic approach to DEI work, organizations can create more equitable and inclusive environments that will support the well-being of all employees.
This is the type of work I do with my clients. I love to help organizations look at the big picture and work with clients who are ready to integrate their strategic plans and DEI plans for a comprehensive and inclusive way to move forward.
Citation: This post was partially constructed from ChatGPT as an experiment in learning what aspects chat GPT would also see as holistic to our IDEA centered work.
