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"Each one of us has an opportunity and responsibility to find ways to disrupt inequities small and large. It's not just for HR or social justice advocates. It's all of us." -Amy Kesling
One of the primary reasons companies struggle to disrupt biases is a lack of recognition and understanding. Biases can be deeply ingrained in societal norms and individual belief systems. Organizations must first recognize and acknowledge the existence of biases before they can effectively address them. Without this foundational awareness, biases will persist unchecked, hindering progress.
One of the most difficult obstacles companies are challenged with overcoming is lack of ownership. For those who make it past the Recognition phase, only a small percentage are willing to own the part they play in upholding biases. Having ownership is crucial for disrupting biases in the workplace because it empowers individuals and organizations to take responsibility for their actions and drive meaningful change. By embracing ownership, companies can create an environment that actively challenges biases, fosters inclusivity, and cultivates a diverse workforce.
Once you have recognized and owned biases, it can feel overwhelming because the extent of the issue has become more clear. You didn't know what you didn't know, and now that you do, the question becomes, "What are you going to do about it? Remember there are scales of bias and inequities and your plan for disruption should address each level: individual, institutional, and structural.
Recognize-Own-Disrupt has been the foundational blueprint for Step Up for over 4 years consulting with dozens of companies regarding how they can create a more diverse, equitable, and inclusive workplace for their employees. Here are a few tips you want to consider before getting started:
Leadership must demonstrate a genuine commitment to DEI. This involves communicating the importance of DEI for the success of the business, setting clear and realistic goals and expectations, and allocating resources to support initiatives. Leadership buy-in is essential for fostering a culture of inclusivity throughout the organization.
Conduct a comprehensive assessment of the organization's current state of diversity, equity, and inclusion. This includes reviewing demographics, policies, practices, and employee experiences. Gathering data and feedback helps identify areas of improvement and serves as a baseline for measuring progress.
Create a DEI strategy that aligns with the company's overall mission, vision, and values. Conduct an organizational assessment to pinpoint DEI gaps and opportunities in areas like recruitment, retention, and culture. Define clear objectives and key results, and establish metrics for evaluating progress. For example, aim for a 20% increase in diverse hires in a year. Train managers and key stakeholders on DEI best practices, ensuring they are equipped to implement and uphold the strategy. Lastly, Create a timeline and allocate resources, detailing the steps needed to achieve objectives. Assign responsibilities and set up regular reviews for accountability.
Embed new perspectives into regular meetings and opportunities for enlightenment. Be intentional about speakers, workshops, and resources that integrate nuances of leading practices. For example, in preparing for the annual performance evaluation, we are embedding consideration of how our unconscious bias can inequitably affect the way we see performance across our team members.
Review and update policies and practices to ensure they are equitable and inclusive. This includes reviewing hiring processes, promotion criteria, compensation structures, and benefits packages. Additionally, implement flexible work arrangements and accommodation policies that support diverse needs.
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