Which path fits for your organization's culture, appetite, and willingness?
inquiry and advocacy for structural change
inquiry and advocacy for systems change
getting intentional about being intersectional
resources invested in DEI training
resources invested in Antiracism training
events, summits, book clubs, lectures is the singular approach without connection to structural and systems change
diversity annual reports that focus on representation only (does not include outcome metrics in promotion, pay, and retention disaggregated at the intersections of race and gender)
asks: how do we remedy the strong and weak signals that parts of our hr and management processes contribute to the inequitable rates in promotion, pay, and retention that we see?
asks: how do we prevent the pitfalls we know are systematically contributing to unequal outcomes in promotion, pay, and retention?
asks: how do we transform aspects of our team's culture that lead some white employees to say they experience a sense of belonging and most of our Black, Indigenous, Latinx, and AAPI employees do not?
"it's not appropriate to talk about race at work..."
Sentiment: "DEI is extra work that is not central to our core business operations though it's one of our company's values."
observe: conversations that focus on operational complexity and integrity but not operational fairness.
values for both equity and economic viability
face organizational resilience and resistance
wrestle with comfort, convenience, & contradiction
grapple with humanist goals and reputation risk
equity, equality, and liberation
color-evasiveness and color-consciousness
accountability, blowback, feedback, fallout, and ripples
cultural shifts in the way people talk, think, behave
mobilization at multiple levels
gutsy DEI goals have been diluted
inertia in hr process outcomes by race and gender
diminishing progress over time
series of crises tied to race/ethnicity, gender, ability, etc.
vicious instead of virtuous cycles
knee-jerk, reactive responses
you've tried the usual listening sessions, summits, reading groups and there is appetite for more substantive work
ERGs give back the work to executives and share the load with others who hold parts of the problem and solution
Get in touch to discuss.Contact The Equitect™