5 Ways DEI Needs to Look Different in 2024
The landscape of Diversity, Equity, and Inclusion (DEI) is reaching a critical juncture. The journey thus far has been marked by both significant milestones and setbacks and the rapidly changing societal, economic, and technological milieu we’re all witnessing demands a different (and better) approach.
Here are five critical ways to enhance DEI success in 2024.
1. Work Smarter, Not Harder
In 2024, DEI efforts should prioritize impactful, action-oriented strategies over prolonged, momentum-draining endeavors. The rationale for this approach is rooted in the benefits of intensive, focused collaboration. When teams come together in person for dedicated ideation and problem-solving sessions, the synergistic effect of diverse perspectives is amplified. This kind of collaboration fosters a dynamic environment where innovative ideas can flourish. In contrast, multi-month projects often suffer from a loss of momentum and direction. Prolonged timelines can lead to decreased engagement and diluted focus, as team members become preoccupied with other responsibilities or new priorities emerge.
An upfront investment in bringing teams together can be a cost-effective strategy in the long run. While it might seem resource-intensive initially, this approach can significantly reduce the time and energy it typically takes to develop solutions. By addressing challenges and opportunities in a condensed time frame, organizations can avoid the common pitfalls of protracted projects, such as scope creep, redundancy, and inefficient resource allocation.
2. Pause for Moments of Reckoning
The fast-paced hustle culture often overshadows the need for reflection and evaluation. In 2024, it's vital to create spaces for pausing and assessing DEI initiatives. Harvard Business Review highlights the effectiveness of such reflective practices in enhancing organizational learning and adaptability.
This pause for reflection is not just a theoretical exercise but a practical necessity. Organizations should actively engage in introspection to understand what is working and what isn’t. This could involve more frequent gatherings of leaders and employees, preferably in person, to foster connections and realign with the organization's values, mission, and goals. Such reflective periods are essential for addressing and ameliorating past or current harm. It’s critical to acknowledge and understand instances where policies or practices may have inadvertently caused discomfort or exclusion. Employees need to feel that their concerns are not only heard but also acted upon. This acknowledgement goes a long way in promoting healing and fostering a more inclusive and supportive work environment rooted in trust.
3. Start with Leaders
Leaders are often the gatekeepers of cultural change. In 2024, DEI efforts should focus primarily on educating and developing leaders. According to Deloitte, inclusive leaders can increase team performance by up to 17%, decision-making quality by 20%, and team collaboration by 29%.
Leaders have a disproportionate impact on organizational culture and set the tone for what is valued and what behaviors are acceptable. When leaders actively champion DEI principles, they send a powerful message that these values are integral to the organization’s core. This top-down approach is crucial because if HR and people teams promote inclusivity, but leaders do not embody these principles, the message loses credibility and effectiveness.
Leaders who are well-versed and genuinely invested in DEI are also more likely to allocate the necessary resources, budget, and time to these initiatives. This commitment is critical for making meaningful progress.
4. Rely Less on Consultants
While consultants play a significant role in DEI, there's an emerging need for organizations to build internal capabilities. The utilization of consultants in DEI initiatives is undoubtedly valuable. We bring external expertise, fresh perspectives, and specialized knowledge that can be instrumental in kickstarting and guiding DEI efforts. However, it's crucial for organizations to understand that consultants should complement, not replace, their internal DEI journeys. Over-reliance on external consultants can lead to a lack of ownership and accountability within the organization. When DEI is seen as something that is 'outsourced' rather than owned, it risks becoming peripheral rather than integral to the company's core operations and culture. Additionally, when employees are engaged in the process of learning and implementing DEI principles, they are more likely to be committed to the outcomes.
5. Invest in Results-Driven Learning and Development
Mindset change is particularly important in DEI learning and development. It involves challenging and expanding personal beliefs and biases, leading to a deeper understanding of DEI issues. However, mindset change alone is not enough. It must be coupled with behavioral change, where employees actively apply their understanding in their day-to-day interactions and decision-making. This can include everything from how they communicate with colleagues to how they contribute to team dynamics and decision processes.
This means designing training and development initiatives that go beyond theoretical knowledge, focusing instead on practical applications that link individual awareness to organizational change. They should be action-oriented, providing employees with clear, tangible steps they can take to contribute to a more inclusive environment.
