Why are DEI programs failing?

2020 has been a year of the awakening of many sorts. The year surfaced the effects of what a pandemic looks like and how it affects BIPOC more than others. 

It was also when companies started to invest more towards DEI training and publicly pledged their commitment to creating inclusive environments by hiring DEI leaders and appointing Chief Diversity Officers.

Yet as we reflect on the efforts to bring meaningful transformation regarding diversity and inclusion over the last year, companies are still battling to report significant change.

Despite the popularity of DEI, organizations struggle with overcoming "diversity fatigue," a term that was coined to mean diversity efforts simply for face value.

Here are five reasons why DEI programs fail. And what can you do to increase the effectiveness of your program? 

Moving from the ‘What’ to the ‘How’

Culture isn't built in a day. It is an everyday effort where relationships are created within a workplace, born through daily interactions. Companies need to implement continuous learning programs that create and sustain inclusive behaviors and actively remove bias from all employee touchpoints in an organization. 

There is no one-size-fits-all D&I program for any company, and what worked for Facebook, or Google, may not work for your organization. DEI programs do not necessarily have to be traditional in-class or virtual workshops conducted by human resources; they could be different depending on the needs and requirements of employees and what the company wants to achieve. It could include mentorship and sponsorship programs. Conducting a needs assessment when designing the DEI program can help uncover specific areas of improvement.

Realizing that DEI is a strategic business priority

Ineffective DEI initiatives have far-reaching business ramifications, yet many companies still place responsibility for DEI strategy and execution into the hands of HR. While they do have an essential role in DEI efforts across recruitment, retention, employee engagement, and performance management processes, placing DEI solely in the hands of HR sends an indicator that it is a functional responsibility. 

The leadership team needs to own DEI across the business as strategic importance and have accountability. CEOs and leaders must work together with program facilitators to ensure the appropriate program model is applied.

Creating a culture of inclusion that address systemic bias

Even companies with impressive diversity representation numbers still battle with attrition of senior talent, women, and underrepresented employees, who often report feelings of exclusion. 

Just using the words "diversity training" can create anxiety amongst employees. One study found that white men displayed more stress and anticipated more anti-white discrimination for a pro-diversity company versus a company that did not mention diversity. Doing away with such terms can reduce resistance. 

Organizations' DEI strategies must devise a culture of inclusion that addresses the root of systemic biases and the invisible barriers which continue to perpetuate - and not place the added burden of self-help on marginalized groups.

For this to happen, companies must move beyond the statistics and focus on direct efforts on the real work of creating environments of inclusion and belonging. 

Focusing on intersectionality is important 

Our various identities impact our daily lives and affect how we perceive the world and how it perceives us; therefore, it is essential to consider intersectionality in the workplace. Ignoring intersectionality could set people into homogeneous groups and ignore the layered aspects of their experiences, resulting in groups feeling excluded from DEIB initiatives, hindering them from bringing their whole selves to the workplace.

Lack of consistency

DEI programs are often introduced as reactionary measures following a particular incident. A case in point was the murder of George Floyd and the uproar of DEI post that.  

Consistency is vital when it comes to implementing DEI programs. Conducting training only when an employee is hired will prove unsuccessful, but integrating DEI programs into different organization components, where it is even be linked to pay, could prove effective as it was in the case of Intel.

The hardest part about having a successful DEI program is measuring, reevaluating, and adjusting tactics and goals. Since DEIB is a dynamic effort, things will change as you implement initiatives, hold training, and conduct surveys. With consistent efforts, employee perceptions will change, and hopefully, the representation will increase, with employees becoming very confident of their company's DEIB efforts. 

In conclusion...

While there are no "easy fixes" or shortcuts to remedying the complex and long-ingrained issues of bias and discrimination, organizations must be patient and commit for the long haul.

We Think Actionable Intelligence

Insights, Insights Everywhere

What do you see when you read any marketing collateral from any analytics business? It's the phrase -  “actionable insights.” Every business that provides analytical solutions promises to unlock a tidal wave of insights for your business—some maybe even in “real-time”. 

A recent report from Forrester suggests that while 74% of firms say they want to be “data-driven,” only 29% are actually successful at connecting analytics to action. Actionable insights are not just the missing link for companies that want to drive business outcomes from their data but the phrase is fast becoming an empty buzzword. Often what is really being offered by many analytics solutions is just more data or facts—not insights.

“Actionable insights are not just the missing link for companies that want to drive business outcomes from their data but the phrase is fast becoming an empty buzzword.”

At CNGLMRT, we believe in Actionable Intelligence than actionable insights. Actionable intelligence is information that can be followed up on, with the further implication that a strategic plan should be undertaken to make positive use of the data gathered. Actionable insights on the other hand push you forward to find a new solution but while most insights are helpful, not all are actionable.

An example of actionable intelligence would be to have a holistic approach to bridge the gap between the importance and reality towards building a DEI culture. We provide you with the intelligence to not just have targeted unbiased recruitment practices, conduct effective DEI programs but also help in understanding DEI trends and employee pulse to create an inclusive workplace environment for all.

Going beyond plain insights

While companies today have all the right data points on Diversity, Equity, and Inclusion (DEI) at their fingertips,  they have little clarity about what that data means. Employee information aggregated passively in one or more HR databases is a far cry from actionable DEI insights. 

In the realm of DEI, the current insights alone are likely not enough to spur meaningful change. 

Let’s take a look at some of the insights in the past year alone. 

Over three in five workers in the United States have witnessed or experienced discrimination at the workplace based on gender, age, race, or LGBTQ identity. This fear of workplace discrimination often holds employees back from bringing their authentic selves to work.

When it comes to leadership positions, while 68 percent of C-level executives are white men, only 4 percent are women of color. The representation of ethnic minorities on the US executive teams rose only by 13 percent in 2019, from 7 percent in 2014.

The lack of women and ethnic minorities in leadership roles factors into the rampant wage gap.  For every dollar, a white man earns, black women, Native American women, and Latinas earn only $0.75  when considering factors such as job type, seniority, industry, and years of experience.

Another interesting stat that we found was- 

69 percent of DEI leaders believe that unconscious bias training could only have a positive impact if it was coupled with other initiatives.

The challenge with unconscious bias training is that too often it briefs people that ‘you have bias’ and not ‘here’s what you can do about it’.

The result? Leaders and teams feel powerless and fail to take action. 

Which raises the question: Is there something unique about DEI insights such that their disclosure does not drive behavior in the same way as insights in other domains? Or do we need to leverage further intelligence to help organizations make definite progress on DEI?

Let’s Put the Act in Actionable Intelligence

Diversity and inclusion or even equity doesn’t happen organically. It must be deliberate and carefully cultivated —which will require an investment of time,  financial resources, and having the right technological tools in place. 

DEI means more now to businesses than before and is becoming a permanent strategy for many businesses. The need of the hour is — more than just insights. 

We need Actionable Intelligence. 

Actionable Intelligence is information with a purpose. Actionable Intelligence is information that creates an impetus to action. It is here where the tough and big questions are asked. It is where you give even more context to your data, empowering businesses to think systemically and more long-term.

“Actionable Intelligence is information that creates an impetus to action.”

Actionable Intelligence provides Chief Diversity Officers with the tools to truly embrace anti-racism, intersectionality, and inclusivity, making a shift from a singular view of diversity — which is primarily reactive. Rather than focusing solely on isolated marketing, or campaigning, we can enable businesses to make a real change towards ending systemic inequality. 

Our intelligence propels organizations to be fair, open to each others’ differences, supportive and empowering, increasing their collaboration with BIPOCs. It accelerates the problem-solving attitude, which leads to better solutions.

“We enable businesses to make a real change towards ending systemic inequality.”

Actionable Intelligence also provides team members, leaders, and managers across teams and sectors with the competence needed to meet challenges with resolve and confidence. It ensures that organizations are free from discrimination to create workplaces that leverage the diversity of thinking and increase BIPOCs’ sense of belonging as part of an inclusive culture. 

The New Ecosystem to Transform Workplace Culture

The truth is that there has been an under-emphasis on a broader ecosystem of accountability, recognition, and equity. We need to recognize that progress on DEI efforts will take a culture reset. We need to broaden the narrative of DEI to tackle years of systemic inequality. 

Current practices and insights heavily weigh on traditional diversity training and events. But by using CNGLMRT's actionable intelligence, the end goal is redefined for both executives and BIPOC. Leaders and people of color will step up to own that change and come together to deliver the promised revolution of ending systemic inequality. 

We are not just a recommendation and rating mechanism but the first AI platform that transforms workplace culture by fostering diversity, equity, and inclusion. Our technology provides actionable intelligence to take meaningful steps in unlocking DEI opportunities.

Our superior technology will empower the community (both people of color and executives at organizations) to build just the right DEI programs and take the necessary steps to enrich the lives of BIPOC for now and generations to come. 

For more details on our DEI tech platform that aims to transform workplace culture, contact info@cnglmrt.com