The tragic murder of George Floyd in May of 2020 sparked a global movement for racial justice, compelling corporations to address racial inequalities. Diversity, equity and inclusion training gained massive traction in the aftermath. However, despite initial progress, the media is now filled with criticism that the corporate world’s approach to DEI is flawed. Yet, with Tyre Nichols’ death in January of 2023 serving as a powerful and painful reminder, we are forced to question what exactly corporations, as bastions for American culture, are doing to truly disrupt systems of inequity. What responsibility does every American business have to raise consciousness around DEI?
Quick fix or DEI-washing
Recent arguments that corporate DEI training is a “fad psychology” suggest that diversity training is yet another trend waiting to be replaced by the next iteration of socially conscious programming. While this perspective is unacceptably destructive, it does highlight one glaring issue with many organizations’ approach to diversity training — that of “DEI-washing.”
DEI-washing manifests as actions such as implementing “quick fix” diversity solutions such as annual “diversity training” workshops, using images of Black people and people of color in print ads to make the company appear more diverse or hiring a leader of color without unbiasing the systems and processes that inhibit diverse talent development. Out-dated DEI programs expend time and resources on word dissection and phrases rather than addressing real inequalities and correcting them. Some argue that DEI-washed programs even threaten dominant groups.
DEI-washing is the rough equivalent of hiring marginalized associates into a burning building and choosing to address everything but the fire and the smoke. It has led to DEI efforts’ most significant threat yet: A great deal of visibility, but with very little meaningful real change in organizational behavior. As summarized in an extensive 2022 diversity analysis, employers will suffer major losses if quality investments are not made in diversity efforts. What is needed is a more modern approach to diversity training.
Outdated DEI training must go
Antiquated approaches fail to acknowledge a key component of a more modern approach to diversity training — that of belonging. Belonging manifests as creating inclusive spaces where all individuals can see themselves reflected. Successful diversity leaders leverage diversity, equity, inclusion, and belonging — DEIB — as the foundation for diversity learning and development programs. These programs are carefully curated following a thorough assessment and diagnosis of organizational culture, structure, gaps and change readiness. They should exist for all employees, regardless of race, ethnicity, gender, sexual orientation or socioeconomic status.
Modern programs leveraging the DEIB framework create the foundation necessary to enable internal change through proven social learning methods. It is not solved in an e-learning module or a single course. Gone are the days of one-off, mandatory, check-the-box bias/diversity training. We must stop using employee resource groups as the only mechanism for meeting business needs. We need to provide true sponsorship for individual members of minority groups. And, we need to stop relying only on our employees of color to lead diversity efforts.
Effective DEIB strategies
To gain both the human and business benefits of DEIB, organizations must formally incorporate DEIB strategies as a foundation of their multi-year strategic plan, which is tied to business and human capital successes. Like any growth initiative, DEIB programs must have meaningful ties to all the business goals, and must commit funding to support organizational change. Corporations must have clear metrics that measure DEIB specific to organizational success, such as measuring engagement to increase productivity, reducing turnover to manage costs or measuring growth in customer demographics. These are not easy solutions, but they are grounded in basic business sense that all successful leaders understand: A transformative strategic plan is tied directly to addressing business growth.
Imagine a workplace where all employees feel a genuine sense of belonging, work together to develop solutions and innovate products and have a long, successful tenure. Your customers feel heard and are loyal to your brand. Your business is thriving. Welcome to a reality that is not an annual check-box training, but a solution for success that DEIB can bring to your business.
