Floundering?  Flopped?  Flatlined? How to Refresh Your Organization’s Faltering DEI Program

Guest Blog: Rosalind Griffie – Regulatory Compliance Attorney & Founder, Opportunities Unbound & Creator of the Equality By Design™ | Equity by Default™ Organizational Framework.

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                                                                                                An Approximate 4-Minute Read

Revenue and earnings are tantamount to the existence and purpose of a Corporation. Organizations with effective DEI programs are more likely to attract the best job candidates, retain great employees, foster transparent and positive work environments and therefore generate increased corporate profits.

As organizations toil to integrate programs and initiatives that promote diversity, equity, inclusion and (access) within the workplace community, many fall short of their diversity goals—despite their best and most earnest efforts. In any planning process, especially those related to HR, don’t fixate on the many ways your initiatives can go wrong, but be keenly aware of the many pitfalls that can upset your best efforts. While this may seem like a negative take on DEI efforts, it’s really meant as a primer of things to avoid when conceptualizing your DEI program.

Obviously, DEI programs that utilize diversity initiatives as levers to preempt or shield against HR lawsuits are ill-fated and will flop by design. As well, DEI Programs developed to police employee thoughts and workplace conduct inspire ire and resisters, they miscarry and derail upon deployment. Those DEI programs whose first steps are negative or objectionable messaging in DEI communications and training materials flounder and stagnate. Pretentious, force-fed, and coercive diversity undertakings trigger bias and ignite frustration within the work place community (as opposed to promoting or advancing diversity).

Aside from the abovementioned, DEI programs fail for the following grounds as well:

Lack of Genuine Commitment from Top Leadership

DEI champions who communicate their DEI vision and live the company’s DEI values accrue and attract a loyal workplace following. Disregarding the need to “set the tone from the top” can be fatal to a DEI program.

Disregard of Purpose and Feedback Received

Organizations that tout diversity as a company value but manage DEI as a “check the box” activity are essentially pretextual—nonexistent.

Neglecting to Assign Accountability

DEI initiatives that lack a clearly defined purpose, organizational objectives and assignment of common expectations are ineffective.

Missed Opportunities

Diversity, Equity and Inclusion is a matter of humanity, corporate values and employee well-being—not politics. DEI champions and stewards that are genuinely passionate about diversity initiatives yet lack the fortitude or willpower to truthful to engage hard DEI discussions subject the organization’s initiatives to failure.

Funding. Funding. Funding.

Adequate DEI program funding is mission critical. Effort expended to sustain an insufficiently funded program is counterproductive.

As organizations prepare to wind down 2021 DEI activities and plan and budget for year 2022, it is prudent to analyze and evaluate current organizational DEI goals and objectives. If your organization’s DEI Program is on life support because it operates as a shield against lawsuits, contains negative or offending messaging or is overly abrasive or coercive, benefit from these stumbling blocks and course correct! Through appropriate re-development of organizational DEI program initiatives, workplace communities can regain trust in an organization’s renewed commitment to Diversity, Equity and Inclusion. If your organization’s DEI program evaluation indicates your initiatives are ineffective and flatlining as the result of one or more of the “subtle causes” mentioned above, revive your DEI program by engaging in workshops and or table-top type exercises specifically targeted to remediate those pitfalls that impede the success of your organization’s diversity initiatives.

Successful diversity programs and initiatives benefit workplace communities and companies as well. Ensure that your organization’s DEI program does not flounder, flop or flatline. Evaluate and assess your DEI program periodically and course correct accordingly.