How to make Diversity, Equity & Inclusion Initiatives your secret weapon

How to make Diversity, Equity & Inclusion Initiatives your secret weapon

Apr 5, 2022 | Report Reviews, Resources

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How to Make Diversity, Equity & Inclusion Initiatives Your Secret Weapon

DEI Initiatives Need Action, Not Lip Service

5 April 2022

FOFO business leaders not listening

Recap of the MIT Sloan Study, DEI Practices That Have an Impact

As many organizations strengthen their commitments to diversity, equity, and inclusion in the workplace, leaders need clarity on specific positive actions they can take. For more info- read on or watch this clip:

When it comes to DEI programs and initiatives ‘one size fits all’ doesn’t work.

MORE KNOWLEDGE  |  LESS TIME

The Two Minute Takeaway

How many organizations say they have “strong DEI programs” yet fail to execute anything truly game-changing for their people?

We would say way too many if we would guess, and we all know that actions speak louder than words!

“We have decades of research saying how fraught diversity, equity, and inclusion can be. How do we change that?” asks Stephanie Creary, an assistant professor of management at the Wharton School, who co-authored a large-scale research study that shows what practices underlie positive diversity, equity, and inclusion (DEI) outcomes.

Research from Creary’s May 2021 report she co-authored at Wharton is called “Improving Workplace Culture Through Evidence-Based Diversity, Equity and Inclusion Practices,” which describes evidence-based insights that identify which specific actions lead to which kinds of changes.

Download the full report at the bottom of this article ↓

This study states to meet in the middle so that everyone can sync around immediate concerns to address. Many DEI programs are “one size fits all,” and when it comes to DEI programs and initiatives, that doesn’t work.

Creary’s research found that certain practices are more influential in driving specific outcomes than others, so the job is to assess the deeper issues that need to be fixed and drive the DEI action steps from there.

There must be an overarching goal to strive for, not a templated approach.

In Creary’s Work/22 video presentation of their research, some of the more significant takeaways are:

KEY TAKEAWAY 1

There is much talk about how DEI outcomes could be something undesirable or stressful to address and act on, but there are tools to identify the proper actionable steps to take.

KEY TAKEAWAY 2

Finding the exact DEI tool is vital for the strategy and goal that your workplace/entire organization is trying to achieve around DEI.

KEY TAKEAWAY 3

Middle management engagement: think of them as humans that need to be met where they are versus classifying this segment as “roadblocks.”

KEY TAKEAWAY 4

DEI work needs to be taken as seriously as other work and shouldn’t be stopped like it’s not valuable; there must be committed people and consistent actions.

You can watch her full Work/22 presentation video with the seven workplace practices here: https://youtu.be/Rk6bFxEh-6o

Why This Matters

Swae’s CEO/Founder, Soushiant Zanganehpour, has been researching the “why” behind DEI for a long time, and what is found repeatedly is that many companies like to fill their websites full of marketing fluff that they’re all about DEI. Yet, the actions behind these efforts are often sparse, or worse, lacking altogether.

When it comes to DEI initiatives, companies can’t afford lip service anymore because people are expecting more. Here’s our recap of McKinsey & Company’s research here that states why employees desire more of their companies today to build more inclusive cultures (and what organizations can do about it).

Definition of lip service
:an avowal of advocacy, adherence, or allegiance expressed in words but not backed by deeds

Additionally, data proves time and time again that when inclusive environments are created, everybody wins. If you don’t believe us, believe this research we reported on also from MIT Sloan here with comprehensive insight about why inclusion matters and how it changes the game for all involved (especially the organization that does it right!).

So, how can a company move from DEI lip service to taking DEI actions that matter?

The answer is that it’s crucial to figure out which specific DEI actions lead to which kinds of changes and to start from there. This research provides seven focal points to get started (the report can be downloaded below).

Summary and Next Steps

When it comes to DEI programs, organizations need to act, not just push empty words into their marketing efforts or check off boxes.

The key is to pick one DEI initiative to focus on and keep working on that until it’s done, then select the following strategy and toolkit, and so on.

Trying to do it all at once never works and isn’t practical nor productive for anyone. That’s what sets up a workplace for DEI failure before they even get started.

Where is your organization making positive strides around DEI?

Where can your DEI programs be strengthened?

Comment below, we want to know!

Download the Report

Get the MIT Sloan Report for FREE

This Article references: https://sloanreview.mit.edu/article/dei-practices-that-have-an-impact by Stephanie Creary @stephaniecreary Assistant Professor of Management at the Wharton School of the University of Pennsylvania

Swae is helping organizations across the world to solve today’s problems and generate tomorrow’s strategy. Our clients are finding that their greatest resource is their people, and Swae is proven to help get the best from the untapped potential within their workforce.

We’d love the chance to show you how Swae can help you find your next winning ideas…

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4 Ways to Build a More Inclusive Workplace [Your Employees Desire More]

4 Ways to Build a More Inclusive Workplace [Your Employees Desire More]

Mar 29, 2022 | Report Reviews, Resources

4 Ways to Build a More Inclusive Workplace [Your Employees Desire More]

McKinsey & Company Study: Understanding organizational barriers to a more inclusive workplace

5 min read, 29 March 2022

FOFO business leaders not listening

Research recap for a McKinsey & Company study: “Survey results show that many employees do not feel fully included at work and want their organizations to do more to advance inclusion and diversity.” 

Inclusion is defined by McKinsey & Company as the degree to which an individual feels that their authentic selves are welcomed at work, enabling them to contribute in a meaningful and deliberate manner. 

“Our survey research finds that respondents of all backgrounds encounter barriers to feeling included—and that women, respondents who are ethnic and racial minorities, and those who identify as LGBTQ+ encounter additional challenges.”

The guts of this research by McKinsey & Company, as our own data has also shown from our clients here at Swae (you can see more on that here), tells us that organizations that make inclusivity a priority can increase innovation, look at and change old ways of thinking (that no longer add value), and improve financial performance. 

People that feel included in their organizations are three times more likely than their peers to feel excited by and committed to their organizations. 

Imagine having a bunch of people working at an organization that feel truly excited and committed! By creating a more inclusive culture, this is how organizations can build teams where there is more trust, and better (and deeper) collaboration. From this point, this is when things can change, and more positive gains can be seen.

There are new generations of workers that are becoming the majority who want to know and feel that they add value, want to be included, and diversity does matter.

There are some common barriers that this study found as to why employees from a diverse set of companies don’t feel inclusion.

1. There are some types of employees that automatically feel less included than others based on their role.

2. There’s a disconnect between the individual capabilities that employees value most and their perception of which capabilities matter most to their organizations.

3. Too many workplace microaggressions happen on a regular basis, which are everyday slights rooted in bias. In every subgroup—by gender, gender identity, minority status, or sexual orientation—more than eight in ten respondents report these indignities.

More Knowledge, Less Time

The Two Minute Takeaway

On the other hand, there are companies that are doing inclusion right! These were 4 of the common threads that this research found of the companies doing it right (this is how your leadership team can start creating a more inclusive culture within your company):

KEY TAKEAWAY 1

Create a more diverse and inclusive leadership team: It’s important to have diverse leaders in an organization and a (real, not perceived) focus on building inclusive leadership. For example, leaders empowering others can change the game because leaders’ actions can nurture inclusion.

KEY TAKEAWAY 2

Build in meritocracy and develop initiatives to increase fairness in performance evaluations: A meritocratic company culture is strongly associated with a sense of inclusion, as are initiatives that increase fairness in performance evaluations.

KEY TAKEAWAY 3

Provide career advancement sponsorship: If colleagues go out of their way to create professional-advancement opportunities for people, then a strong sense of inclusion is felt.

KEY TAKEAWAY 4

Allow substantive access to senior leaders: Employees that can have meaningful interactions with senior leaders that air their career advancement lends to feelings of inclusion.

Why This Matters

Inclusivity, diversity, meritocracy… all of these things matter because data shows time and time again that companies lose when they don’t put any real effort behind these things. In fact, not making inclusion a priority means companies lose out on top talent to-boot.

“Thirty-nine percent of all respondents say they have turned down or decided not to pursue a job because of a perceived lack of inclusion at an organization.”

39% turned down or decided not to pursue a job because of a perceived lack of inclusion

In this time of uncertainty, companies can win and potentially create a much more successful path if their priorities are shifted to focus on their people. 

These are some of the simple shifts that a company can make starting today:

  1. Include all employees in conversations around these efforts that surround creating an inclusive culture. 
  2. Build teams that represent this (diverse and inclusive), and it starts with leadership.
  3. Change behaviors to be more inclusive. Demonstrate inclusivity through actions rather than words.

Summary and Next Steps

People that feel included in their organizations are three times more likely than their peers to feel excited by and committed to their organizations. There are some common organizational barriers that hinder inclusivity, as there are also common ways to do it right. 

And the bottom line is that the new generations of workers that are becoming the majority want to add value, be included, and they want to see diversity in the leadership and teams because it matters to them. If people see themselves reflected in others, they can be more at ease being who they truly are (this is where the word authentic comes into the equation). 

What organizational barriers can you see in your organization that hinders inclusivity? 

Does leadership (or do you) put real actions and efforts into creating a more inclusive environment within your company? If so, how? 

This Article references:

https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/understanding-organizational-barriers-to-a-more-inclusive-workplace

Swae is helping organizations across the world to solve today’s problems and generate tomorrow’s strategy. Our clients are finding that their greatest resource is their people, and Swae is proven to help get the best from the untapped potential within their workforce. We’d love the chance to show you how Swae can ‘pay off’ for you…

Ready to learn how Swae can help your organization?

Schedule a Demo now
FIND OUT MORE >

BOOK A DEMO >

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What Is Inclusive Leadership and What Are Some Top Inclusive Leadership Traits

What Is Inclusive Leadership and What Are Some Top Inclusive Leadership Traits

Feb 22, 2022 | Report Reviews, Resources

What Is Inclusive Leadership and What Are Some Top Inclusive Leadership Traits

Harvard Business Review Assessment: How Inclusive Is Your Leadership?

3 min read, Feb 2022

FOFO business leaders not listening

Summary of HBR’s Study and Review by Salwa Rahim-Dillard, PhD

Assessing the inclusive leadership traits and behaviors that are needed to truly become an inclusive leader today should sit at the top of the priority list of every leader across any sized organization.

The organizations thataren’t taking direct action to highlight the importance of developing inclusive leaders who understand how to authentically co-create positive and equitable interactions and processes are missing massive opportunities to build companies that can be more successful than one can imagine.

Salwa Rahim-Dillard, PhD, a diversity, equity, and inclusion scholar and practitioner and is the founder and principal of EquisionConsulting, LLC wrote an assessment for Harvard Business Review following a study of over 100 mid- and senior-level BIPOC (Black, Indigenous, and People of Color) employees across multiple industries.

“Silence is wrong. It’s complicit. So if you want to be wrong, then stay silent.”


Dr. Salwa Rahim-Dillard Forbes magazine, July 2020

Defining Inclusive Leadership

Inclusive leaders are individuals who are aware of their own biases and actively seek out and consider different perspectives to inform their decision-making and collaborate more effectively with others. (Center for Creative Leadership)

What Dr. Rahim-Dillard found through her work and assessment is a workplace impression-management strategy that emerged called “mirroring.”

She found that,

“Mirroring is a uniquely intrapersonal process that these employees undergo as they grapple with reflecting, mimicking, constructing, understanding, and portraying “professional” workplace identities that simultaneously signal allegiance to their managers, defy negative stereotypes, respect the ethos of their cultures, and propel their careers.”

This process is a practice where BIPOC employees’ question and evaluate the way that their white manager perceives their values, behaviors, gestures, and appearance. This practice of mirroring is when people seek to belong and be accepted, but at the core it disempowers BIPOC employees and leaders and doesn’t allow them to be truthful nor authentic in the way that they manage, do their work, and work with others.

Did you know that white men represent 85% of Fortune 500 CEOs?

    Source: The Society Pages 

“My work assessing the cultural competence (ability to bridge) of over 100 white leaders (manager level and above) showed that more than 89% severely lacked the ability to bridge and authentically connect with people who were different from them.

These white leaders failed at building trusting relationships with BIPOC employees and were not skilled at leading inclusively, which requires acknowledging and valuing authentic demographic uniqueness and facilitating positive interactions that give equity and a sense of belonging.”

Dr. Rahim-Dillard

When BIPOC employees and leaders can’t be authentic to their own values, feelings of disengagement and exclusion affect their day to day and too often they must face tensions where their values conflict with their perceptions of their boss’ expectations.

“In one case, a Black female senior manager was forced by her white male manager to decrease the performance rating of a woman and increase the performance rating of a white male on her team, despite her disapproval and without clear justification. The Black leader thought it was inequitable favoritism and asserted to me, ‘Going forward, I will give my employees what I believe they deserve and not cave into outside influences.’”

What are traits and behaviours of Inclusive Leaders?

  • Inclusive leaders can reflect on their own behaviors and how they affect others and co-create positive and equitable interactions and decisions
  • These leaders are able to understand how their strengths (high ability) should be augmented, and opportunity gaps (low ability) be narrowed
  • Leaders with low ability to be inclusive should reflect on how their behaviors can negatively impact BIPOC employees and be required to upskill and traits to help them become more inclusive
  • Leaders with average ability to be inclusive should strive to achieve a higher level of competence
  • Those leaders with high ability to be inclusive must accept that diversity, equity, and inclusion work is never-ending and encouraged by their organizations to keep going

Summary

“Regardless of demographic background, we all share a basic need to belong, to be accepted, and to avoid rejection.”


Dr. Salwa Rahim-Dillard

This tool provided in this assessment is grounded in years of research and work by Salwa Rahim-Dillard, PhD.

She found that to understand the construct and behaviors of inclusive leadership through hundreds of surveys and interviews and facilitating nearly two dozen Appreciative Inquiry focus groups (with employees at all hierarchical levels), she designed a strength-based approach where employees can identify their behavioral strengths and configure the traits that create a unique roadmap to becoming a more inclusive leader.

Q. Is your organization working on building inclusive leadership across the entire organization and all levels?

Q. If you’re in a leadership role now, how are you assessing your inclusive capabilities and behaviors?

Read the entire Assessment and get Dr Rahim-Dillard’s tool here

HBR Assessment & DR Rahim-Dillard's Tool

*Your personal details are safe with us – we’ll never sell them to other companies for marketing purposes- see our Privacy Policy. From time to time, we’d like to email you eBooks, training or some useful content. By registering you agree to receive this content and you can unsubscribe at any time.

This Article references: https://hbr.org/2021/04/how-inclusive-is-your-leadership

Swae is helping organizations across the world to solve today’s problems and generate tomorrow’s strategy. Our clients are finding that their greatest resource is their people, and Swae is proven to help get the best from the untapped potential within their workforce. We’d love the chance to show you how Swae can ‘pay off’ for you…

Ready to learn how Swae can help your organization?

Schedule a Demo now
FIND OUT MORE >

BOOK A DEMO >

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Insights: The Ultimate Guide to Inclusive Decision Making

Insights: The Ultimate Guide to Inclusive Decision Making

Sep 23, 2021 | Insights, Toolkit

The ultimate guide to

Inclusive Decision Making

The top strategic steps to empower inclusive leadership and drive smarter decisions in your organization
Download my Free eBook & Tools

Find out how we helped decision making in some of the world’s best organizations

Decision making has been left behind by modern technology and processes. Read on so you don’t get left behind too

The Future of Work

Decision-making has been overwhelming to many companies for some time… and times have changed.

Why? The future of work is here.

Companies and teams all over the globe are having to adapt to the ever-increasing changes taking place. Hybrid and remote work arrangements are being created and setting your teams up for success is far from straightforward! 

Millions of workers around the world this past year have made a sudden shift. 

In this Swae Session, we will delve into some of the common causes as to why decision-making processes fail to meet the outcomes intended and create residual impacts that can impair performance of companies

If you: 

…Are responsible for creating this new hybrid work arrangement and want to learn how to become a more inclusive leader 

…Desire to uncover hidden biases and allow more voices to be heard 

…Are ready to unlock hidden insights and break down silos

THEN YOU WON’T WANT TO MISS OUT ON THIS EBOOK! 

You will learn:

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How to Identify the Responsibilities of Leaders, Outline Clear Authority Responsibilities and Get Organized

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Learn Why It’s Important to Stop Seeking Perfection and Learn to Be More Transparent

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Why It’s Time to Invest in a Technology System that Will Help You Source, Organize, and Hear from More Voices in Your Organization

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Why Tapping into “Office Politics” to Increase the Quality of Your Options to Reduce Bias is an Important Step to Breaking Down Silos

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Free Tools to help your decision-making today

If you’re ready to go “beyond good intentions”

and create more inclusive processes

book a demo with us now

*Your personal details are safe with us – we’ll never sell them to other companies for marketing purposes- see our privacy policy. From time to time, we’d like to email you eBooks, training or some useful content to help with decision making and engaging employees. By registering you agree to receive this content and you can unsubscribe at any time by clicking the Unsubscribe button in the email.

Turn feedback into organizational change  

Swae is an AI-powered platform for collecting employee feedback and turning it into decisions and organizational change.

We help organizations discover hidden problems and crowdsource feedback and solutions from the employees directly from the bottom-up.

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