DEI for Optics Vs. DEI for Impact
Surface-level Diversity, Equity and Inclusion efforts may lead to employee disengagement and an erosion of organizational trust
Addressing Employee Frustutation
A few months ago, I was facilitating a talk on anti-racism and employee inclusion to a nonprofit board when suddenly a board member raised their hand to ask me an urgent question.
When I called on the participant they asserted, “No offense, I appreciate everything you’ve said, but we’ve had so many speakers and I just don’t see the changes being reflected in our organizations. How much longer are we going to talk about it?”
This is the single most impactful and brave question I have been asked as a facilitator. It takes vulnerability and courage to hold one’s organization accountable and to name the ways in which change is not occurring.
Her question sparked a beautiful conversation about the important distinction between training and action. During our conversation, we discussed how many employees are disgruntled and frustrated with Diversity, Equity, and Inclusion promises that have yet to come to fruition within their organizations. During 2020, many corporations pledged to meet new inclusion goals and standards. However, three years later, many employees feel that their corporations engaged in DEI not for transformation, but for optics.
We ended our discussion with a group reflection on MLK Jr.’s quote about how “justice delayed is justice denied.” For many marginalized employees, justice continues to be denied to them as a result of poor and inadequate engagement with DEI practices and policies. For three years, many employees have waited for systemic change. Now, they feel dejected, discouraged, and disappointed.
Embracing Organizational Transformation
Though there is a sentiment of frustration and disappointment amongst employees who are systemically marginalized, there is also hope that organizations can reignite employee investment in DEI and demonstrate a true commitment to systemic inclusion and change.
Regaining employee trust begins by actively involving employees in decision-making processes, seeking their input and feedback, and ensuring that their voices are heard and valued. Additionally, establishing clear diversity goals, regularly tracking progress, and holding leaders accountable for fostering an inclusive culture are crucial steps to rebuilding trust. Ultimately, employers need to demonstrate a long-term commitment to creating a truly inclusive workplace where all employees feel valued, and respected, and have equal opportunities for growth and advancement.
DEI for Optics VS. DEI for Impact
To better understand how your organization can engage in more effective DEI practices, let’s unpack the difference between DEI for optics vs. DEI for impact.
DEI for Optics: DEI efforts for optics tend to focus on symbolic gestures and superficial diversity representation. Organizations engaged in DEI for optics may prioritize diverse hires in highly visible positions or showcase diverse individuals in marketing campaigns. These organizations may also attend diversity recruiting events with no real intention to hire or retain diverse talent. While these initiatives can improve public perception, they often lack substance and fail to address systemic inequities within the organization.
DEI for Impact: DEI efforts for impact, on the other hand, are rooted in a deep commitment to creating a genuinely inclusive and equitable environment. These initiatives recognize the need for systemic change and aim to address the underlying biases, policies, and practices that perpetuate inequality. DEI for impact goes beyond numbers and appearances, striving to create a culture where everyone feels valued, respected, and empowered.
Key Differences:
Purpose and Intent: DEI for optics is primarily driven by external factors, such as market demands or public image concerns. Its primary goal is to project a positive image without necessarily affecting substantial change. DEI for impact, on the other hand, is guided by a genuine desire to create a fair and inclusive environment that benefits all employees.
Surface-level Representation vs. Structural Change: Optics-focused initiatives often prioritize diversity at a surface level, focusing on numerical representation without addressing the underlying structures and systemic biases that perpetuate inequity. DEI for Impact recognizes the need to dismantle these barriers and focuses on structural changes that lead to true inclusivity.
Short-term Gains vs. Long-term Transformation: DEI for optics tends to prioritize short-term gains and immediate results, often through reactive measures. DEI for Impact recognizes that sustainable change requires a long-term commitment and comprehensive strategies that address the root causes of inequality.
Optics-based DEI efforts lead to employee frustration for the following reasons:
Lack of Authenticity: Employees become frustrated when they perceive DEI efforts as mere window dressing, lacking sincerity and commitment. Superficial initiatives can feel like a hollow attempt to project an image of progress, without tangible changes within the organization.
Failure to Address Systemic Issues: DEI efforts that focus solely on optics often fall short of addressing systemic biases and structural barriers that hinder the advancement of underrepresented groups. Employees rightly expect initiatives that challenge existing power dynamics and promote equitable practices at all levels.
Lack of Employee Involvement: Employees want to be actively involved in shaping the organization's DEI initiatives. When decisions are made without their input or when their perspectives are not adequately valued, frustration arises. Meaningful change requires engaging employees in open dialogues and actively listening to their experiences and suggestions.
Action Steps for Effective DEI Strategy Implementation
Great DEI work starts with humility, authenticity, and engagement. Below are a few ways that your organization can deepen its DEI efforts:
Commit to Transparency and Accountability: Organizations should establish clear goals and benchmarks for DEI, making them transparent to employees and stakeholders. Regularly measuring progress and holding leaders accountable ensures that DEI efforts are not merely performative.
Assess and Address Biases: Conduct thorough internal assessments to identify areas where biases may exist within policies, practices, and decision-making processes. Implement training programs to promote awareness and mitigate biases at all levels.
Foster Inclusive Leadership: Develop leadership programs that prioritize diversity, equity, and inclusion, enabling leaders to understand and champion these principles. Encourage leaders to actively listen to and value diverse perspectives within their teams.
Invest in Employee Development: Provide opportunities for professional growth and advancement for underrepresented groups. Mentorship programs, sponsorship initiatives, and equitable promotion processes can help create a more inclusive workplace culture.
Create Safe Spaces for Dialogue: Establish platforms for open and honest discussions about DEI-related issues, where employees can share their experiences, concerns, and ideas. Actively listen to marginalized voices and take steps to address their needs.
Resources:
Article: All Talk And No Action: Why DEI Efforts Are Falling Short
Article: Black Employees Are Diversity Ambassadors by Default
Speech: Remaining Awake Through a Great Revolution, National Cathedral - March 31, 1968 - MLK Jr.
Here’s what I’m up to this month and next!
Please note the following sessions are closed to the public:
6.22.2023 - “Celebrating LGBTQIA+ History” at Collibra
6.22.2023 - “Fostering an Inclusive Work Culture” at OpenSesame
7.07.2023 - “Race, Religion and Public Policy” at the Goldman School of Public Policy
7.18.2023 and 7.20.2023 - “Expanding Our Worldview” at The Philadelphia Inquirer
To learn more about me and my work, please visit my website at ciarrajonesconsulting.com