So you want to talk about DE&I? Great! Before we start, let’s take some time to look inward. What are our current biases? Everyone has them, so it’s important that we acknowledge them. Determining where we have bias is a crucial part in joining the DE&I conversation as it forces us to acknowledge that we may have a tainted opinion about any given area or topic. This also gives us a good starting point for where we may need to work on ourselves. Do you have any racial biases? Let’s read up on where they may be stemming from, educate ourselves on the reality of the experience, and work to unlearn our biases. We will not be a productive member of the DE&I conversation if we do not first identify the areas in which we need to work through.
DE&I is such an important part of the employee experience. By ensuring a safe workplace that uplifts and empowers all your employees, you are creating an environment that allows your Team Members to feel confident and supported in all of their endeavors. That level of safety gives people a stronger sense of control over their experience, versus an environment that is not dedicated to diversity, equity, and inclusion. Because of the importance DE&I plays in autonomy and the employee experience, we wanted to share some best practices to have an open and productive conversation surrounding DE&I.
Diversity, Equity, and Inclusion initiatives have become a core part of many organizations and has helped to create environments that are welcome to people of all different backgrounds. Celebrating and prioritizing these initiatives shows your employees that you care about them and are investing in their futures long-term. DE&I is ever evolving, so our conversations surrounding DE&I are always evolving as well. Understanding how to make these conversations open, productive, and safe helps us to strengthen our Team Members’ sense of autonomy.
There is a debate over how much your organization should acknowledge or recognize current events as they happen. When acts of discrimination and hatred occur on a scale that receives national attention, it may be worth sending a message to your organization. Condemning racism, sexism, homophobia, and other forms of bigotry makes it clear that there is no place for hatred in your organization. Reaffirming your organization’s commitment to DE&I emphasizes that you prioritize all of your employees and their experiences. You're telling them that they belong and are a valued part of the team. Remind your team of the support resources available should anyone be particularly affected by the current events.
To ignore a monumental event can leave room for doubt. There is the quote from Richard Edelman, “To be silent, is to be complicit.” We cannot allow our employees to wonder if they are working for an organization that dismisses their experiences and may even actively be part of a group that oppresses them. A prompt response to current events can help your team to feel safe and valued in their work environment.
