DEI effort stalled? 4 Quick fixes can get you moving again

It’s easy to declare that you’re an inclusive organization. It’s a lot harder to truly achieve the diversity, equity, and inclusion our newest generation of workers crave (and insist upon). That’s because the largely cosmetic, supplemental, reactionary and single-identity-focused DEI initiatives many organizations are embracing don’t create lasting inclusion.

It’s one thing to embrace the DEI trends of the day or proclaim your commitment to “belonging,” but another to really invest in your employees and make inclusion normative. Ensuring that everyone is empowered to thrive isn’t easy, and it doesn’t happen overnight—and that’s okay.

That said, some small tweaks can help you get back on track or gain ground more quickly when your inclusion efforts have stalled. Here are just a few simple actions that have a surprising amount of horsepower.

1. Stop the blame game by changing the language.

If you’re making any group “wrong” in your efforts or excluding people who hold longstanding power and privilege, you’ve already lost your audience. True inclusion must welcome all stakeholders to the table. Otherwise, you’re just perpetuating the “othering” cycle that has long overlooked and marginalized people in the workforce. End the cycle once and for all and move forward.

 

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