Leading on Diversity, Equity, and Inclusion: Role of Senior Leadership Teams in progressing the Agenda

The focus on “Diversity, equity, and inclusion” (DEI) has gained greater prominence and, in some respects, importance in the recent past. Having started my career in the field of racial justice, undertaking research in this area as well as considerable experience of working across a broad range of sectors over the past 30 years on this agenda it is very evident that there is a direct correlation between progress on DEI and increased creativity, innovation, productivity, and enhanced impact.  Amy Edmondson’s seminal work highlighted the relationship between psychological safety and high performing teams and, for me, given the conditions Edmondson sets out for psychological safety – where you feel included; where you feel safe to learn; feel safe to contribute and feel safe to challenge the status quo – supports the case for need for senior leaders to proactively lead the delivery on the organisation’s commitments on Diversity, Equity and Inclusion to ensure clear strategic advantages to the business.

It is therefore somewhat surprising then that many organisations continue to fall short on progress. A recent study by Harvard Business Review found that only 55% of employees report that their organisation has a formalised DEI strategy in place, and less than half of employees believe their organisation is doing enough to foster a diverse and inclusive environment.

Given the benefits what then are the barriers to delivering on outcomes on this agenda? Indeed what are the key actions that will lead to greater inclusion, diversity and equity?

So what is Diversity, Equity, and Inclusion?

The acronym DEI stands for diversity, equity, and inclusion and it is a useful starting point to explore the meaning of the terms in order to engage in meaningful dialogue designed to deliver outcomes as opposed to expending energy on arguments about the terminology itself.

The term ‘Diversity’ has in some cases became a buzzord and in broad terms encompasses the range of similarities and differences each individual brings to the workplace, including but not limited to race, colour, disability, ethnicity, gender, age, religion, sexual orientation, gender identity, socioeconomic status, national origin, and language. Yet it I more than this as we all bring with us diverse perspectives, work experiences, lifestyles and cultures so diversity is a given in all organisations.

Equity, on the other hand, requires action at all levels to ensure equality of outcomes so groups are not discriminated against or disadvantaged on the basis of their identity in the ways policies and procedures are implemented. It is about outcomes and impact for different groups. 

Inclusion is a culture where everyone feels valued, respected and supported which includes fostering a sense of belonging where each person is able to achieve their full potential and the talents, skills, and perspectives of all are effectively utilised to deliver outcomes.

Why Does DEI Matter in the Workplace?

The active engagement and leadership from senior leaders is necessary to deliver on DEI agenda so as to ensure a more productive, innovative, and harmonious workplace. Failure to lead effectively on the agenda leads to a number of negative consequences, including:

• decreased productivity

• tension and conflict among employees

• higher levels of stress and anxiety

• increased absenteeism and turnover.

Where organisations take proactive measures to foster a diverse and inclusive environment the benefits include:

1. Improved creativity and innovation

When people with different backgrounds and perspectives come together and feel they belong and able to contribute they generate new ideas and solve problems in ways that wouldn't have been possible otherwise.

2. Greater engagement and motivation

Employees who feel like they belong and are valued are more engaged with their work and motivated to do their best leading to improved performance and increased productivity.

3. Enhanced reputation

Customers, clients and service users are more likely to do business with organisations with a reputation for diversity and inclusion which in turn enables them to attract top talent and win new business.

4. Increased profitability

Research consistently shows that companies with diverse leadership teams are more profitable than those without. Interestingly the share prices of companies was shown to positively correspond with how diverse, equitable and inclusive the organisation was.

5. Improved decision-making

Diverse teams are able to identify and consider a wider range of perspectives, leading to better decision-making to meet challenges faced.

Why make DEI a Priority in Your Organisation?

A study by Mckinsey’s found a direct correlation between better financials and the levels of diversity in the organisation. To fully leverage and utilise the benefits of a diverse and inclusive workforce where there is equity an organisation can make a start with the following:

1. Conduct a DEI assessment

Start by assessing where your organisation is at in relation to DEI so as to identify areas of improvement and set goals for the future.

2. Create a DEI strategy

Once you know what the baseline is from the initial assessment this should inform a clear Action Plan designed to deliver the desired outcomes with timelines. This may include creating a team of senior leaders to drive the work as well as new policies and implementing a full range of development initiatives.

3. Measure progress

Regular, on-going and appropriate tracking and monitoring of progress is essential to ensuring that progress is being made leading to real improved outcomes.

4. Be prepared to make changes

As with all other change leadership initiatives progressing DEI is an ongoing process with a need to monitor and review and make changes as required along the way. This may include revision of policies, procedures and ways of working as needed.

RKB Coaching Consultancy Limited Can Help

Whilst the business case for progressing the DEI agenda is clear what is less clear is where do you start? The fear and anxiety – absence of psychological safety - around this agenda is very real. So where do you begin to take action so as to foster a more diverse and inclusive environment?

RKB has a reputation for providing a full range of services that can support organisations effectively. Our Associates bring real expertise from different sectors to partner with organisations in a range of different ways:

• Work with senior leaders to enable them to build confidence and capability to lead effectively on DEI agenda as part of the overall business strategy;

• DEI Strategy development and implementation support: we will partner with you to develop policies that are tailored to meet the unique needs of your organisation and will foster a more diverse and inclusive workplace where all employees are able to contribute; they are able to grow and develop and they belong;

• DEI training for employees and managers to build their competence and capability to better understand the issues and how to integrate actions as part of their overall business plans and take their people with them.  

If any of the above reflects what is needed in your organisation and you could benefit from our expertise, then please get in touch and let’s have a conversion. 

We take pride in developing bespoke, customised solutions for clients leading to greater inclusion - and inclusion leads to success for all!

At RKB we are able to offer a range of services to support you in achieving desired outcomes in progressing the DEI agenda. These include:

• DEI learning and development interventions for all staff at all levels to develop a shared understanding to get everyone on board

• DEI policy development: Work with us to develop policies that will help foster a more diverse and inlclusive workplace where all people feel that they belong

• DEI strategy development: we will work with you to develop a bespoke DEI strategy that meets the unique needs of your organisation

• DEI implementation support: We can partner with you to support leaders and leadership teams to implement DEI strategy effectively

We welcome the opportunity to discuss your needs with you and develop customised interventions for your organisation.