DE&I Awareness to Action: 10 Keys to that First Step
An all-star panel of thought leaders offer expert insights and advice on putting a DEI program into action.
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DE&I can’t belong to just one department, individual or committee. While the management of various elements of DE&I may be assigned, it is the job of absolutely everyone in the company to participate in the development and maintenance of an environment which feels respected, valued and seen. And everyone in the company must understand and believe this.
DE&I is an ongoing, never-ending process. The nature and needs of DE&I are constantly changing. DE&I initiatives must adapt in response to these changes. Ongoing education, updates and awareness for DE&I should be considered a basic tenet of professional development.
DE&I isn’t about meeting quotas. It’s a holistic approach to making room for everyone at the table, then allowing them to participate, celebrating their contributions and appreciating their differences.
Every single member of the panel agreed that an essential element of DE&I is awareness. Until leaders understand and acknowledge the need for DE&I, there’s little hope of any program succeeding.
One of the biggest mistakes, according to the panel, is assuming that everyone has bought into the “why” of DE&I. Many of us are oblivious to the inequities and discrimination with which others must contend on a daily basis. As Microsoft’s Gavriella Schuster expressed it, micro-aggressions are built into our society. Prejudices can run deep and unchallenged; they must be brought into the light. It’s vital for everyone to become cognizant of how their behavior makes others feel.
The best way to secure business leaders’ buy-in for DE&I is to approach it in the same way as any other business imperative. Show them what’s in it for them. Demonstrate how DE&I will support their goals, drive their businesses and drive their profitability.
Michelle Witherspoon recommends presenting leaders with the big picture, then showing them where they are and how their role aligns with the company’s broader mission. Break the plan down into bite-size goals.
Helping leaders develop a DE&I plan keeps leaders from feeling they’re being forced into something, according to Yvette Steele. Once the plan is developed, provide them with expert guidance.
“Change without commitment and capital is a counterfeit,” said Dr. Christa Grant.
Business leaders can’t just simply state that they embrace DE&I. They must provide an example with their behavior. There’s more to it than telling employees what to do. It must be demonstrated.
Leaders must be willing to invest the time, talent, effort and resources required. DE&I requires a from-the-top-down approach. Interestingly, though, it seems that middle managers are key to keeping DE&I initiatives on track, since they are more involved with employees day to day.
At the heart of DE&I is empathy — understanding and sharing the feelings of others. This is essential for effecting changes in behavior and creating a conscious culture. And it starts with listening.
There is no step-by-step process for DE&I. Creating a list of goals and checking off boxes is setting yourself up for failure. You are developing an ecosystem, not building a bookcase.
For example, if your company provides training in unconscious bias and then fails to provide follow-up and/or support improved behaviors, you’ve basically wasted everyone’s time and your money.
Creating changes in a workplace culture is as onerous a task as turning around an aircraft carrier. And just as slow. Diversity numbers don’t move very fast. And as Modupé Congleton stated, “Culture eats strategy for breakfast, lunch and dinner.”
Some leaders will lean into DE&I. It may take two or three attempts, but they will do it. Others, however, will take six or seven attempts. Or they will simply refuse to do it. In the latter case, it may be helpful to have these leaders think about what their customers expect of them. And explain that employees are customers, too.
Employee resource groups (ERGs) are fundamental for organizations trying to drive change. They provide employees with a sense of community and belonging, and make them feel connected.
ERGs provide members with a safe environment in which they have access to allies, activists and advocates who can provide real-time feedback and action recommendations.
It’s not surprising at all that a panel of strong women heartily endorsed the importance of mentorship. Every panelist cited having several mentors throughout their careers from whom they learned everything from the importance of believing in and standing up for themselves, to appreciating their own value and finding their voice.
It’s not surprising at all that a panel of strong women heartily endorsed the importance of mentorship. Every panelist cited having several mentors throughout their careers from whom they learned everything from the importance of believing in and standing up for themselves, to appreciating their own value and finding their voice.
What’s so hard about moving from DE&I awareness to action? After all, it’s only one step. Why are so many companies hesitant to take it?
During the Channel Futures workshop, “Diversity, Equity & Inclusion Strategies for Business Success,” a powerhouse panel of DE&I experts leaders considered the issue.
JS Group’s Michelle McBain
AWS’ Modupé Congleton
Union College’s Christa Grant
The all-star panel was moderated by Michelle McBain, vice president of global channel and digital strategy for JS Group. She is also a member of the Alliance of Channel Women (ACW) and the Allies of the Channel Council, which collaborated with Channel Futures on the session.
Cisco’s Michelle Witherspoon
CompTIA’s Yvette Steele
Microsoft’s Gavriella Schuster
Joining McBain were five industry and DE&I thought leaders. Modupé Congleton is head of inclusion, diversity and equity sales and marketing at AWS. Dr. Christa Grant is assistant dean for intercultural affairs and chief diversity officer for student affairs at Union College. Gavriella Schuster is corporate vice president, One Commercial Partner at Microsoft. In November 2020, she presented the TEDx talk, “BeCOME an Ally: How to Achieve Gender Equality.” Yvette Steele is director of member communities and the diversity, equity and inclusion strategist at CompTIA. And Michelle Witherspoon is chief of culture, people, diversity and operations at Cisco.
During the 45-minute session, the panel discussed topics that included inspiring leaders to promote DE&I, common misconceptions about DE&I programs, the role of employee resource groups (ERGs) and women’s continuing struggle with gender inequity in the tech industry.
Our slideshow above offers the top 10 takeaways on the panel’s discussion of moving from DE&I awareness to action.
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