Ignite Organizational Chi for thriving teams, ignite@intunecollective.com

In the wake of George Floyd’s murder, a surge of activism swept through various sectors, including the business community, prompting a wave of DEIB (diversity, equity, inclusion, and belonging) hiring and investment.

High-profile corporations appointed DEIB executives to spearhead initiatives aimed at fostering more inclusive workplaces. However, as economic and political conditions have shifted, many of these executives have been let go, and DEIB departments and initiatives have been shut down.

Despite this backlash, we know teams and organizations continue to struggle with issues that lie at the heart of the DEIB work, that is, becoming inclusive workplaces where:

  • People get along
  • Are heard and valued
  • Feel a sense of belonging that activates their best work as individuals and in collaboration with their teams.

Business leaders universally acknowledge the value of diversity and its positive impact on organizational success. The changing demographics of the U.S. population highlight the importance of continuing to foster diverse and inclusive workplaces.

We are becoming more diverse, and the current majority representation will no longer be White males holding all the positions of power and authority.

Now more than ever, to meet this evolving demographic, organizations must navigate a complex landscape of legal, social, and cultural factors to uphold their commitment to diversity and inclusion. 

Change takes time

Changing mindsets and beliefs from upbringing, social, and cultural imprinting takes time and dedication. Changing inequitable access, the representational makeup of our executives and workforce, and organizational culture takes focus, determination, tenacity, and commitment. Together, this makes DEIB work challenging, if not exhausting. Yet it’s the right thing to do. 

Increasing belonging increases a sense of wellbeing. And with well-being tied to business performance, the case for DEIB remains intact, despite the current backlash.

8 Effective first steps to take if you’re initiating or recommitting to DEIB work:

  1. Focus on psychological safety.
  2. Improve and create opportunities for human connection.
  3. Increase representation in levels of your organization.
  4. Continue or implement bias awareness training.
  5. Celebrate cultural diversity.
  6. Make it easy to participate in employee resource groups.
  7. Deepen your anti-bias hiring processes.
  8. Update job descriptions to be gender neutral.

In essence, the recalibration of DEI investments reflects a strategic shift towards ensuring that initiatives are not only impactful but also sustainable.

As businesses navigate evolving economic conditions, they are prioritizing investments that yield tangible benefits while upholding their commitment to diversity, equity, and inclusion.

If you’d like to learn more about maintaining your commitment to DEIB in a sustainable way, let us know! We’d love to have that conversation with you.

Planning For Success

Intune can work with your current workplace and team to recommit or initiate DEIB practices.

Meet with Wendy Horng Brawer, Intune Partner, for a 30-minute consultation. We can help.

Bring your questions and goals; we will walk together and co-create your new workplace.