by Tova Sherman
As discussed last week in this space, the backlash against Diversity, Equity, and Inclusion initiatives is real and we need to address it if we are to be true allies in inclusion. There is so much misinformation about DEI that it can be challenging to distinguish fiction from fact. Here are 3 common DEI myths debunked:
MYTH #1: With so much polarization and politicization these days, it’s more important than ever to execute DEI initiatives flawlessly.
FACT: It’s okay to make mistakes. In fact, the best way to get it right is to first get it wrong.
We must remember we all have to start somewhere and as long as you stay curious – genuinely curious – and be okay with not knowing or getting things wrong, it can still be a win, win, win.
“My advice is if you have taken a wrong step, whether on the personal level or the corporate level, hold yourself accountable. Say, “We messed up; we tried this thing; it didn’t [work],” advises Roselle Gonsalves, Managing Director, Inclusion & Reconciliation at ATB Financial. “We’re going to try again. The best apology is changed behavior.”
MYTH #2: There is so much resistance to DEI that there’s no point trying to explain why we need it.
FACT: It’s on you and your organization to explain the meaning of DEI and connect it to your company’s values so that everyone is speaking the same language.
Yes, there’s a lot of misinformation about, and even fear of, DEI. Largely this fear is based in a misunderstanding of the goals of DEI. That’s why it’s necessary to create a shared language and understanding and expectations for what DEI looks like for your company. According to Natacha Buchanan, Chief Diversity Officer at ConocoPhillips, “Having a shared understanding and language is fundamentally important to effectively speak to the value of DEI both to employees and the organization. Ensure that your company has clear cultural values around inclusion, equity, and diversity. And then listen and understand where the fear is coming from so that you can address it.” After all, you can’t expect someone to see the value in DEI if they themselves do not feel seen or heard.
MYTH #3: You can always add DEI later, when you have time and a budget for it.
FACT: DEI is intrinsically connected with the values of your organization. It is not an add-on
Stop putting off what is essential to a healthy workplace. DEI work is not an add-on or stand-alone initiative with its own agenda. Rather, DEI adds value to your company because it strengthens the organization’s core values.
Buchanan notes that DEI should be “Tied to the core of who you are from a value perspective.” DEI done right is about everyone and is for everyone. After all, your identity “shapes who you are and how you move through the world,” and who you are brings value to the company. Implemented properly, DEI (especially when partnered with B for Belonging) allows every team member to be their authentic selves at work, to share their unique perspectives, and to feel more connected with the other members of the team. Delaying on DEI does a disservice to everyone in your organization by inhibiting team building, permitting isolation, and allowing problems like high turnover to continue unaddressed.
The myths and misunderstandings around DEI have left a bitter taste in the mouths of many people at work. Your job as an ally is to disrupt and replace this thinking with facts and clarity on not just what DEI is (and is not), but why it matters and simply, why it is not going away – nor should it.
What do you think? Let us know in the comments, or write to us with your thoughts on how we can do DEI right at info@reachability.org.
