Leading the Way: A Leader’s Charge if DEI Goes Away

As an Inclusive Workplace Consultant and Coach, I often find myself at a crossroads. On one side, organizations seem hesitant to engage with anything related to diversity, equity, and inclusion (DEI). Resources that once supported learning at all organizational levels have dwindled, and other business aspects have taken priority. On the other side, I receive numerous calls and emails from leaders grappling with employees who lack skills in conflict resolution and handling differing opinions while maintaining collegiality.

Regardless of political climates or changing priorities, the core work and outcomes of DEI remain vital. Building fundamental skills is essential for everyone, from individual contributors to C-level executives.

So, what does embodying DEI look like every day? It means aligning your organization’s values with acceptable behaviors and holding everyone accountable. If you claim to be an inclusive workplace, what does that truly mean? What are your employees experiencing daily to meet that expectation? What behaviors are being tolerated that shouldn’t be? Whose voices are consistently silenced? How proactive are you in your inclusion efforts? Achieving this requires self-reflection, environmental assessment, emotional intelligence, and psychological safety. It involves understanding the unique needs of everyone on your team and providing the support they need to succeed.

One of the most impactful ways a leader can change the culture of their team is by modeling the behavior they want to see. We’re no longer in the era of “Do what I say, not what I do.” People watch and learn from their leaders’ actions to assess trustworthiness. So, as a leader, how can you create a more inclusive environment for your team and organization?

1. Lead by Example

Leaders set the tone. By demonstrating inclusive behaviors, leaders can inspire their teams to follow suit. This includes:

• Active Listening: Show genuine interest in the perspectives and experiences of all team members.
• Inclusive Language: Use respectful and considerate language of all identities and backgrounds.
• Visible Actions: Participate in and support events and initiatives of all identity groups within the organization, even if they differ from yours.

2. Create a Culture of Psychological Safety

A psychologically safe workplace encourages employees to express themselves without fear of negative consequences. Leaders can foster this environment by:

• Encouraging Open Dialogue: Regularly invite team members to share their thoughts and concerns.
• Valuing Contributions: Acknowledge and appreciate the input from all team members, ensuring that everyone feels heard and valued.
• Timely and Constructive Feedback: Provide feedback in a supportive manner aimed at growth rather than criticism.

3. Promote Continuous Learning and Development

Education and awareness are key to fostering an inclusive workplace. Leaders can promote ongoing learning by:

• Inclusive Workplace Training: Encourage participation in workshops and training sessions that cover topics like psychological safety and inclusive communication.
• Mentorship Programs: Establish mentorship programs that proactively include underrepresented groups and provide growth opportunities.
• Resource Sharing: Share articles, books, and other resources that provide insights to foster a more inclusive team environment.

4. Foster an Inclusive Decision-Making Process

Inclusion in decision-making processes ensures that diverse perspectives are considered. Leaders can achieve this by:

• Collaborative Decision-Making: Involve team members from different backgrounds and roles in decision-making processes.
• Transparency: Communicate the rationale behind decisions and seek feedback from the team.
• Empowerment: Give team members the autonomy to make decisions within their areas of responsibility.

If DEI as we know it disappears, leaders still have the power and responsibility to create more equitable and inclusive workplaces. By leading by example, fostering psychological safety, promoting continuous learning, and ensuring inclusive decision-making processes, leaders can embody the tenets of DEI and contribute to a more supportive and thriving work environment for everyone.

Embracing these practices benefits the team and enhances organizational performance, innovation, and employee satisfaction. Leaders who commit to these principles can drive meaningful change and set a standard for others to follow.

Learn more from me and other practitioners as we tackle the changing tides of the diversity, equity, and inclusion industry on my weekly podcast, DEI After 5 — https://podcasters.spotify.com/pod/show/deiafter5

Looking for ways to hone your leadership skills? Take a look at our coaching programs for DEI Practitioners, First Time People Leaders, Mid-Level Managers, and Executive Leadership — https://theequityequationllc.com/coaching/

How psychologically safe is your organization? You can’t change what you can’t measure! Learn more about our Psychological Safety assessments and more — https://offerings.theequityequationllc.com/PsychSafety

Sacha Thompson is the founder of The Equity Equation, LLC, a boutique diversity coaching and inclusive culture consulting firm, and Equity Leadership Institute, a leadership coach training company. With 20+ years of experience within the education, non-profit, and tech industries, Sacha’s work is about removing barriers or providing support to achieve equality. She helps executives and leaders have that meaningful dialogue and coaches them on the necessary, long-term changes that develop institutional cultures of inclusion. She was most recently featured in Newsweek, Business Insider, and MSNBC’s The Cross Connection.