Keep Your DEI Journey on Track: Insights & Action
In today’s world, the topic of Diversity, Equity and Inclusion (DEI) is everywhere. People are talking about its importance, but there’s also a lot of debate about whether it’s really making a difference. It’s essential to recognize that these discussions are valid—sometimes, despite our best intentions, our efforts to create inclusive environments fall short. Over the next few weeks, we’ll explore some common obstacles that get in the way of successful DEI initiatives. Today, let’s dive into one of the biggest challenges: when organizations say they care about DEI but don’t really follow through.
One major issue, derailer or thing that will knock you off your path in DEI efforts is what we call "disingenuous efforts." This happens when organizations talk a big game about being inclusive but don’t back it up with real action. There’s often a noticeable gap between what they say they want to do and what they actually do. This usually happens because they don’t fully understand the problem. DEI isn’t something you can fix with a quick training session or by posting a statement on your website. These surface-level actions don’t address the deep, complex issues that are really at play.
The real challenge with DEI work is that it’s all about people—and people are complicated. Everyone in an organization comes from different backgrounds, with different experiences and values. These differences shape how they see the world and interact with others. That’s why simple fixes don’t work. To truly address DEI issues, organizations need to dig deep into their systems and structures. This might mean changing old policies, rethinking long-held beliefs and making sure that the organization’s values truly support DEI goals.
Doing DEI work well isn’t something that can be achieved overnight. It’s a journey, not a one-time event. Organizations need to commit to ongoing learning and improvement. This means being ready to make tough decisions, address uncomfortable truths and stay open to change. It’s about making sure that inclusivity is part of the organization’s core, not just a box to check off.
As you think about DEI efforts in your own organization, ask yourself: Are we just putting up slogans and celebrating holidays, or are we really making changes that matter? It’s important to go beyond the surface and think about what being truly inclusive would look like. This might mean doing things differently—challenging the status quo and being willing to make real, lasting changes.
In the end, when organizations don’t follow through on their DEI promises, they not only miss out on creating real change but also lose the trust of their people. By moving from just talking about DEI to taking real action, organizations can create a more inclusive and equitable environment where everyone feels valued.
It’s time to go beyond the talk and start making inclusivity a reality.