Diversity, Equity, Inclusion, & Belonging – 6 Common Mistake to Avoid
Recently I facilitated a diversity, equity, inclusion, and belonging workshop and found myself reminded to center the experiences of all employees when engaging in this work. For some, the concepts presented were very familiar while others nervously struggled to ask questions. Their apprehension in seeking answers was not fear of the unknown, but fear of how they would be perceived by others as either willfully ignorant or hostile to minoritized communities. Meeting folks where they are without judgment or condescension is the first step to creating safe environments.
As organizations focus on diversity, equity, inclusion, and belonging, leadership should avoid common mistakes which undermine their goals. For most, intentionally focusing on DEIB practices and training is meant to create a professional, respectful, and cooperative workplace where all employees are able to thrive as their authentic selves. When building an organizational DEIB plan, it is important to ensure development, communication, and content are handled with respect to avoid offending those you are trying to lift up.
Offer DEIB training with reflection
Diversity, equity, inclusion, and belonging discussions, training, and reflection are high priorities for many organizations. It is tempting to jump on the bandwagon, offer training, and check the box. While it may satisfy guidance from senior leadership, this approach often accompanies backlash and offends those who are part of marginalized communities because they may feel like they are being tokenized or that the effort to create change isn't genuine Offering employees and clients the opportunity to provide authentic feedback before developing a DEIB strategy is key to success.
Guilt and shame are terrible motivators
Racism, inequality, and injustice are part of America’s history; there is no denying it is where many of our social issues have taken root. It is important to bring these truths to light; however, guilt and shame are terrible motivators. Focus on practical information which equips people to be professional and respectful.
Avoid reacting to an “incident”
Often DEIB consultants are hired because there was an “incident”. Perhaps it was the insensitivity of a manager, a person within the organization violating HR policies (or worse, legal requirements), or any situation where equity and inclusion were not valued. A genuine DEIB focus is one that realizes that diverse employees bring a vast background of experience, cooperation, and innovation to the workplace. Reactive DEIB training and policies may improve working conditions, but it is ideal to make this a priority before an incident occurs.
Avoid a “we are doing this for you” attitude
When organizations commit to DEIB training, it is important to avoid the subtle, “we are talking about you” attitude. It can be very awkward, sitting through training where a facilitator describes prejudice, obstacles, and the experiences of those from minoritized communities. Often, attendees are silent, waiting for the “marginalized” people to speak or give permission for others to offer input. While people appreciate a renewed focus on diversity, equity, and inclusion, communicating and delivering information is delicate. Not many people want to be called out or the focal point in a group setting, especially when it comes to their background. Be sensitive to those in the room who may want to observe rather than participate. It is a different type of discrimination to assume that individuals from minoritized populations should be grateful for DEI training or have a greater expectation for participation than other employees.
Clearly outline policies and procedures
Many workplaces have hidden rules which most employees are aware of but are not formal policies. For instance, replying within one business day to an email, “if you are five minutes early, you are on time…”, or the behaviors/idiosyncrasies of individuals within the organization. Most of these expectations are benign, but it becomes problematic when performance reviews are influenced by compliance with these hidden rules. For this reason, all performance standards and expectations must be clearly written and communicated to ensure equity among employees.
One training cannot change your organization
Creating a safe and productive environment for all people takes time, education, evaluation, and adaptability. Improving your organization’s reputation and relationship with diverse populations will not happen with one training or minor policy changes. Create lasting impact with genuine reflection and assessment of your organization, candid feedback from employees/clients, and making tangible steps to change.
If your organization would like to learn more about DEIB practices and training, contact Chris Handberg here.
With over 15 years of nonprofit experience, Chris Handberg has filled roles ranging from outreach advocate, to program and research director, to executive director. In all this work, Handberg focused on strengthening coalitions with those from diverse backgrounds, building rapport with grassroots organizations, and ensuring that all voices were heard. Building experience in these roles provides Handberg insight to improve operations, allocate resources, administer climate assessments, fundraising development, and facilitate strategic planning.