Three Leadership Hacks to Foster Inclusion When DEI Activities are Restricted
The conversation around diversity, equity & inclusion (DEI) in the workplace has become increasingly complex. Some states are enacting legislation restricting or banning certain DEI activities within public institutions or with organizations that utilize public funds. Other states have introduced legislation that would limit and restrict DEI but it has not yet passed. This leaves people working within organizations wondering: How can we create an inclusive environment amidst hostile legislation and culture? Here are three leadership hacks to cultivate an inclusive workplace even within restrictive environments:
Lead by Example
Actions speak louder than words. As a leader, your commitment to inclusion needs to be visible and consistent.
Take inventory of what practices are in place that center equity. When was the organization's last equity-focused audit? Is there pay transparency? Do benefits from the company exceed the bare minimum? What makes working for this organization specifically great for employee wellbeing and needs? Make sure the organization is leading with actions. It is much more important to see a long-term, 5-year plan that shows how the organization is working toward pay equity than to see a women’s history month luncheon that does not address structural inequities. By sharing the ways the organization is creating structural equity and prioritizing inclusionary practices, leaders show employees how they go beyond the performative and are showing up to change and shift what is possible within the organization.
Look in the mirror and build inclusive leadership teams. Ensure your leadership teams reflect the demographic diversity of your workforce, clients, and/or constituency groups. If it doesn’t yet, share the plans and actions you will take to help the organization achieve this goal. By showing that the organization wants to build an environment where leaders from historically-excluded groups play a role in company decisions, it sends a strong message about who will be included in decision-making. Ensure that leadership teams have ongoing access to leadership and professional development that is about practicing a culture of inclusion.
Build meaningful connections and mentorship programs: Teaching mentoring skills to everyone. Then, implement mentorship programs for all employees. Mentoring programs can foster career development and create a sense of belonging. Make sure to implement mentorship programs that center inclusive mentoring strategies. Inclusive mentoring practices look different for each field but in general include basic onboarding or training for all mentors so that mentors learn how to listen, affirm, respond, and ask questions that are culturally competent/conscious and support each individual's needs rather than grooming someone to become who the mentor believes they could/should be. By centering inclusive practices, the mentoring program itself can play a role in challenging outdated ways of mentorship including dominant ways of being or approaching mentees from a deficit perspective.
Hold yourself and others accountable. Set clear expectations for inclusive behavior and hold everyone, including yourself, accountable for maintaining a respectful and welcoming environment. When appropriate, use yourself as an example to show learning and the changes made from that learning. You can play a role in building a psychologically safe environment where mistakes are a part of learning, it’s okay to bring up issues, people can ask one another for support help, and each person feels valued for their unique skills and talent. One way to build this into a “system” is to ensure there are formal processes for giving and receiving feedback and a clear pathway for how that feedback may be integrated/put into practice. When you have a formal process and feedback is acted upon (or responded to), you demonstrate that you value it and it’s worth the time and energy required to provide it. By integrating feedback and letting employees know how and when it has been implemented, an organization can build trust with employees.
2. Reframe the Narrative: Focus on Employee and Business Well-being
While using the language of "diversity training" may be off-limits, we can still address the principles of inclusion that crucial for an organization’s success. Focus on the undeniable benefits of building a culture where people can make mistakes, experience growth, and have a shared sense of belonging.
Highlight innovation and problem-solving. Studies consistently show that diverse teams are more creative and adept at tackling complex challenges and problems. Creatively showcase how a variety of perspectives leads to better solutions and a competitive edge. This doesn’t have to look like a “diversity” event of any sort. As you plan any event, consider what barriers exist for participation from historically-excluded groups and non-dominant identities–and then work to remove those barriers. Be sure to include a range of people in the planning process and check to make sure events truly value and honor everyone.
Quantify the impact. Demonstrate the tangible benefits of inclusion with data. Track metrics like employee retention, engagement, and customer satisfaction. Improved financial performance (whether through savings, increased productivity, and/or increased revenue) speaks volumes.
Ongoing professional development. Build a workplace that believes employees can continually learn and prioritizes that learning with time, money, and attention to this area. This helps employees stay up-to-date with ever-changing landscapes and learn new skills to support them in their current or future roles. By investing in programs that help employees identify what they can learn to build a more inclusive culture, work toward strengthening their weaknesses, or build a common language to dialogue around issues that come up, a company can show employees what a more psychologically safe work environment can be.
3. Cultivate Employee Resource Groups (ERGs) and Organic Inclusion Initiatives
Formal DEI programs might be restricted, but organic employee-led initiatives can still flourish.
Empower ERGs. Ensure adequate funding and resources for Employee Resource Groups (ERGs) to thrive. These groups foster a sense of belonging and connection for employees, creating a more inclusive environment. They can serve as an integral part of how a company makes changes towards more inclusive practices.
Celebrate employee ideas. Encourage initiatives that promote inclusion. Employees are often brimming with ideas for creating a more welcoming workplace. Provide resources and support to help them develop and implement these ideas. It’s important to do this in a thoughtful way so it feels authentic rather than performative.
Ensure company culture honors and celebrates time off. Ensure that major project deadlines aren’t scheduled during major holidays (like Eid, the Lunar New Year, etc.). Encourage people to use their PTO or advocate for times when the entire company takes time away. Through conversations, focus groups, annual surveys, self assessments you’ll gain clarity into what would be meaningful to the individuals who make up the organization.
Remember, building a truly inclusive culture is a marathon, not a sprint. These leadership hacks offer a path forward even when faced with restrictions. By focusing on leading by example, showing the business case for inclusion and empowering employees, you can cultivate a workplace where everyone feels valued and has the opportunity to thrive.
