DEI must evolve: 3 ways leaders can support social justice inside business
Photo by Oksana Taran on Unsplash
It’s been four years since the death of George Floyd. Despite the very public social justice commitments made by companies at the time, we’re now seeing a scaling back of corporate diversity, equity, and inclusion (DEI) initiatives, while more than half of US states have introduced legislation to restrict diversity efforts in higher education and public offices.
DEI is becoming politicized as “wokeness” and falling out of fashion when it’s needed most - a time of dramatic polarization, racial tension, increasing pay inequality, threats to democracy, and laws that limit the freedom of people to live the life they want. Social justice has become a symbol of a culture war despite its intention to reinforce the core premise of western liberal democracies where everyone deserves equal economic, political, and social rights and opportunities.
In the middle of this maelstrom is the business leader. Ill-equipped to hold sensitive conversations about race, gender, mental illness, conflict - they face a generation calling for accountability. As complex social issues enter the workplace, leaders haven’t built the skill required to respond. The fear of endless scrutiny, personal attacks, and doing the wrong thing is overwhelming.
Maybe you’ve felt this pressure yourself. Wanting to do what’s right inside your business in response to what’s happening in the world outside. Feeling the need to say something, because staying silent is no longer acceptable.
DEI in the workplace isn’t dead. And it’s not going to solve every social justice issue. But, it will contribute to conditions for a team to work at their best. Where people understand each other, feel they belong, and are treated fairly according to their needs so that they can thrive and succeed. If this is true, DEI initiatives that drive social change can only benefit your people and your business.
Can DEI done right make a difference?
This months’ blog outlines why DEI and social justice matters, how corporate efforts can evolve, and the three things leaders can do to shift their culture to respond meaningfully.
Why social justice movements matter to your business
The generation entering the workforce, deeply aware of social justice issues, is demanding employers stand for something. The GenZ consumer has similar expectations, choosing brands that align to their values. Cancel culture and “blocking” has led to leaders who are watching their words and wondering if the next person to be accused will be them. They react by virtue signaling through meaningless social media messaging.
Just as employees can’t leave their experience of the world at home, your business can’t avoid coming into contact with related issues that impact how you operate. As a leader you have the ability to design a system - the experience of workplace culture - that works for everyone who chooses to join you. The changes within your business are a step to addressing the injustice outside, and demonstrate you stand for something in line with your purpose, values, and vision of the world you want to see.
Leaders can:
Know that the choices you make inside your company make a tangible difference to your employee’s lives
Focus where you have control to make a meaningful impact and what’s yours to do in the world - knowing that you can’t, and don’t need to - influence every issue
Understand that choices have implications into the future, and that action to be seen to do the right thing or be on the “right side of history” rarely creates meaningful change
3 ways DEI efforts must evolve to support social justice
A business that’s more diverse, inclusive, and equitable is one that will be more resilient, attractive to talent, and connected to the communities it serves. It can also create social impact. Two of our recent blogs - responding to conflicts such as the war in Ukraine, and actively and intentionally supporting the LGBTQ+ community - offered three ways for leaders to be part of social justice movements: Listen, Show Support, and Change Your Business.
Our hope is that through these three recommendations, leaders begin to build bridges inside their organizations, and for DEI efforts to be invested in meaningful action.
The war between Israel and Hamas has further intensified the need for leaders to support their people to find common ground. Just as protest has spread across college campuses, there’s a real risk of division inside the workplace. We’ve enhanced our recommendations to demonstrate how DEI efforts will need to evolve to address systemic change and unite internal culture.
Listen
Shift from a culture of safety -> to holding brave spaces
Stop parenting the workforce by avoiding challenging conversations
Start bridging difference and help people find common ground
We have a tendency as leaders to want to solve problems, make things okay, and ensure our people feel safe. While psychological safety is critical for effective team collaboration, its misinterpretation has shifted culture away from discussion towards trigger warnings and conflict avoidance. The social psychologist Jonathan Haidt has defined this trend as safteyism - making sure no one gets hurt instead of building resilience to deal with inevitable challenges that are part of our human experience.
Challenge is resolved by finding common ground. This means some people may end up feeling uncomfortable - everyone in the culture must practice active listening, value freedom of speech and expression, and bring empathy with curiosity to seek to understand each other. This requires bravery over safety.
Tips for leaders:
Make space for people to speak up bravely
Demonstrate what it looks like to not take things personally and encourage discussion that does not get personal
Reinforce behavior that respects different viewpoints and seeks to find common ground
Show Support
Shift from fear of being canceled -> to conviction to lead a meaningful conversation
Stop feeling the need to have all the answers
Start holding the context of what’s justifiably yours to do
Showing support isn’t about a carefully crafted PR statement or pithy social media post. It’s not adopting a rainbow Pride logo or speaking on behalf of a marginalized group. It's about allyship and demonstrating how your values align to a cause.
Not every business has the authority, expertise or understanding of an issue to take a stand. And despite the pressure, businesses with no vested interest or ability to act shouldn’t be required to stand for something that isn’t theirs to do. What you do say should be reinforced by your values and commitment to action in your own business. Conviction for authentic action is more important than holding an opinion and virtue signaling.
Tips for leaders:
Make a commitment that reinforces the action you’ll take on the issues that matter to your business in alignment with your values
Let go of being on the right side - remembering you’re fighting for change for someone else, not arguing to be right
Encourage conversation over holding a rigid opinion
Change Your Business
Shift from empty DEI initiatives -> to creating an Equitable Employee Experience
Stop performative action that’s on trend or as a result of pressure
Start changing the system of work
Real change involves investing in and prioritizing the shifts inside your business that’ll make the most difference to your people, customers, and communities.
Some of these actions aren’t going to get noticed but will have a big impact. For example, building an effective feedback culture will support belonging and personal growth, enhancing the ability of those from marginalized backgrounds to thrive. As will offering benefits that are tailored to the needs of the individual and recognizes what matters most to them.
These little changes added up will make a difference to how work can work for everyone, and have a positive impact on the lives of your employees. Social justice requires systemic change - your people can all play an active role in shifting the culture of work.
Tips for leaders:
Create an Employee Experience strategy that integrates principles of diversity, equity, and inclusion
Prioritize action that will make an impact
Engage everyone on the changes and how they play a role in shifting the culture
Measure progress and hold all leaders accountable
Our own DEI Commitment and Action Plan in line with our employee experience can be found on our website.
To go deeper into how social justice movements are impacting business, including our recommendations to support leaders - check out our podcast Reimagining Work from Within.