Key takeaways:
- Broader context awareness: Addressing polarized diversity, equity, and inclusion challenges requires understanding why people have existing beliefs and creating common ground through empathetic conversations.
- Long-term perspective: DEI leaders should avoid reactionary approaches, focusing on long-term goals and global progress to prevent leaving crucial issues behind.
- Informed decision-making: Educate leaders about recent developments, promoting thoughtful responses, while fostering psychological safety through open communication and listening sessions to enhance DEI engagement and trust.
Upholding diversity, equity, and inclusion (DEI) commitments has become increasingly challenging due to the politicization and polarization of DEI initiatives. Recent bills blocking the education of DEI in public colleges, the Supreme Court striking down affirmative action, and state officials calling for companies to stop considering diversity in hiring have created a tumultuous landscape for DEI leaders.
During a DEI Board panel discussion on upholding your DEI commitments while navigating uncertain challenges, senior leaders shared their insights on addressing pushback against DEI efforts.
We explore their strategies for navigating these complexities while fostering employee engagement and support for inclusive business practices.
Understand the Broader Context of DEI
Nashunda Williams, Global Head of Diversity, Equity, and Inclusion at JLL, emphasized the significance of understanding the broader context in which DEI challenges arise.
In an age of information abundance and selective validation, she discussed how people tend to gravitate toward ideas that reinforce their existing beliefs. She said this creates echo chambers where individuals become entrenched in their opinions without seeking common ground.
To overcome this, Nashunda noted that it’s crucial to approach conversations with empathy and seek to understand different perspectives.
“How do we find common ground? How do we seek to understand each other’s perspective so that we achieve the common goal?” Nashunda asked during the panel. “I try not to lean toward whatever agenda is going on in the day. I try to be very consistent in what I do, and stay grounded in the work that I have to do.”
“I try not to lean toward whatever agenda is going on in the day. I try to be very consistent in what I do, and stay grounded in the work that I have to do.”
Nashunda Williams, Global Head of Diversity, Equity, and Inclusion at JLL
She added how her efforts at JLL are not swayed by the external resistance to DEI, and how it’s necessary for other DEI leaders to stay true to their company missions.
“I’m very consistent in what our strategy is, what our purpose is, and what our objectives are,” Nashunda said, adding that building bridges of understanding, even amidst societal divisiveness, can lead to progress and inclusivity.
Zoom Out to Resist Immediate Reactions to Anti-DEI Actions
Brooke Cartus, Vice President of Diversity, Equity, and Inclusion at Hard Rock International, spoke about the importance of “zooming out” to gain a broader perspective.
She explained that reacting to specific issues can distract people from larger goals and how it’s essential for DEI leaders to resist solely reacting to current events. Instead, she suggests taking a long-term view of progress.
“A lot of the conversations I’m having internally are with folks who are reactive to one specific issue, and they’re the single issue activists,” Brooke said. “It’s a long game. What are we doing to make sure we’re not leaving one issue behind?”
She continued by stating how analyzing past milestones and changes can provide hope for the future, even when faced with immediate challenges.
“There’s a lot happening in the globe where we can’t get stuck on one state law,” Brooke added. “Not that it doesn’t undo the damage, because it is incredibly damaging. But I have to zoom out and say, ‘Alright, let’s look at this in a global perspective.’ We’re serving all sorts of guests and all sorts of team members in completely different political environments, and we’ve been doing it, and we’re going to keep doing it.”
She noted how this long-game approach ensures that all DEI issues are addressed collectively and avoids leaving critical issues behind.
“We’re serving all sorts of guests and all sorts of team members in completely different political environments, and we’ve been doing it, and we’re going to keep doing it.”
Brooke Cartus, Vice President of Diversity, Equity, and Inclusion at Hard Rock International
Take Time to Educate and Inform Those Who Might Be More Resistant to Your Efforts
Kristin Malek, Global Director of Business Diversity at CDW, stressed the significance of education in navigating uncertain challenges.
She explained that leaders need to take the time to thoroughly understand recent developments and their implications for DEI initiatives.
“It’s important for leaders to become educated and to understand what was swept down,” Kristin said. “Take time to read through these things. And I agree, not to react, but to be informed and to be educated.”
“There’s been a lot coming down that we can react to. But I think it’s okay to pause, educate, and then really consider those invisible factors.”
Kristin Malek, Global Director of Business Diversity at CDW
She shared that knowledge empowers leaders to create effective strategies and navigate complexities with informed decision-making. Taking a moment to absorb and digest information helps in framing appropriate responses and supporting employees in a rapidly changing landscape.
“There’s been a lot coming down that we can react to,” Kristin said. “But I think it’s okay to pause, educate, and then really consider those invisible factors. What does psychological safety look like now for our coworkers and community?”
Promote Psychological Safety Through Listening Sessions and Open Communication
During times of social divisiveness, Nashunda explained that it’s vital to foster psychological safety within organizations.
She shared how open communication channels encourage employees to share their concerns and experiences, which are essential for advancing DEI across the enterprise.
“I think listening is the nucleus of belonging — making sure people feel heard,” Nashunda said. “One way we do that is we host listening sessions, and it’s very important when facilitating those types of discussions to level set and explain this is not about taking sides. This is about having a non-judgmental conversation where people can bring their lived experiences about how they’re feeling with things that are happening within society.”
These listening sessions create an environment where different viewpoints are respected and can lead to increased employee engagement and trust in DEI initiatives.
Join Your Peers to Gain Support for Your DEI Strategy
Navigating the politicization and polarization of DEI requires leaders to employ thoughtful strategies. Understanding the broader context of political and societal events, zooming out to see long-term trends, education on DEI initiatives, and promoting psychological safety are all critical components of upholding DEI commitments in the face of uncertain challenges.
By embracing these strategies, DEI leaders can help make progress toward a more inclusive and equitable future.
If you lead DEI at a large organization, you can apply to join your peers in the DEI Board to get unbiased peer insights on emerging topics.
