According to Forbes.com, the DEI (Diversity, Equity, & Inclusion) initiatives that were front of mind in 2022 fell short of expectations. As the year ended, industry insiders wondered if the idea was worth the work, as many companies’ plans faltered without any fundamental transformation. As it turns out, strategies that focused on compliance-driven DEI tasks did not represent the optimal use of time or resources.
DEI initiatives should result in behavior change, and they are impotent if they do not successfully target and reform the systemic root causes that lead to workplace discrimination and inequity. The consensus remains that DEI is worthy of attention and resources – but that the current implementation strategy has not been effective.
In short, the marketplace agrees that DEI goals are worthy, but the execution needs revamping. Here are two significant changes experts see coming in the near-term regarding DEI initiatives.
The End of Annual DEI Training Sessions
DEI requires a comprehensive shift in thinking and a new methodology for doing things. Without frequent opportunities to learn about working with people from diverse backgrounds, cultures, identities, and abilities, these profound changes in mindset rarely take hold.
Most companies kick off DEI training with a workshop or meeting and follow up with annual sessions. These opportunities are practical to raise awareness about unfamiliar concepts such as unconscious bias or underlying inequity. However, they are rarely adequate to provide the guidance employees need when confronted with a real-life situation. Experts agree that a shift to active, ongoing engagement is required for these cultural changes to occur – but this is a complex endeavor for most companies.
Continuous teaching can be achieved through online educational libraries accessible at the employee’s convenience. If the company provides the content and appropriate access, it can require employees to view modules and absorb content more regularly than in a bi-annual meeting. Through recorded town halls, role plays, or presentations, they can experience a deeper and more frequent connection to the DEI values of the company.
A Diffusion of ERGs (Employee Resource Groups)
Employee resource groups (ERGs) can be robust tools for encouraging inclusion in the workplace. These groups provide employees with a sense of belonging and shared purpose – but have not been without their problems. In many cases, middle management not entirely on board made it difficult for their team members to spend time away from their desks and work on ERG initiatives. ERGs also often failed to communicate the employee’s experiences to senior leaders. If commitment from the top was never truly achieved, the ERG became an encouraging club that never compelled any meaningful top-down change.
While the concept of the ERG is critical to DEI success, solutions to the above issues must be formulated. One such solution is to create an online ERG community and involve members from executive leadership to front-line workers. By providing opportunities for employees to make suggestions and air grievances in a safe and controlled environment, companies could ensure that all voices were heard and acknowledged by those in a position to effect change.
While a core group will likely always be necessary, an online community can more effectively guarantee that all employees feel included and management is aware of their team’s perceptions and feelings.
Incorporating DEI at Your Organization
While DEI will likely continue adapting as it evolves, the concept is here to stay. Organizations that embrace the process and do not give up will reap the benefits. Because every employee will be expected to learn and embrace the company’s values regarding diversity, equity, and inclusion, they will feel more invested if they have a voice.
KLONE helps organizations to create a powerful online knowledge base that will support your organization’s DEI efforts. Capturing the knowledge, best practices or even a DEI playbook that guides employees on essential performance expectations is foundational to ensuring transparency and action. Through advanced search queries (e.g., Q&A Search) and consolidated resources (e.g., DEI Playbooks or DEI Knowledge Guides), your employees can easily access the information they need, alleviating the need for management to respond to every question or concern.
Just as important to sharing access to a DEI Playbook is the value of gathering feedback. In the flow of daily work, employees will see opportunities to improve a best practice or perhaps a better way to handle a specific conversation. KLONE’s Feedback solution enables your employees to share their observations, suggestions, new ideas, and questions with management. It ensures their input is captured and can easily be converted into a Feedback Report for management’s review and action.
Call today to learn more about how KLONE can help your company to incorporate a genuinely transformative DEI strategy.