Committing to DEI as a concept is not the same as committing to it as a practice
Two years ago, the world was in the throes of navigating the early pandemic while also grappling with yet another police killing of an unarmed Black man - George Floyd. And then there was Breonna Taylor. And Ahmaud Arbery. And the relentlessly continuous list from there.
The whole point of taking to the streets is to generate enough momentum to shift culture. And while it feels like that momentum has dissipated, I will say that a) I am surprised how long it lasted and b) dissipation is not the same as disappearance.
We are not the same as we were before. The conversation about racial justice has shifted further into the mainstream, even if the conversation against it has shifted too.
Let’s be real, doing nothing is still very much an option, but it feels like less of an option. However, as I was discussing with some colleagues this week, we are very much in a “performative period” when it comes to most workplaces, whether corporate or non-profit.
In our work at CCI, we hear a lot from organizations who are very earnestly and firmly committed to DEI and racial justice as a concept but are lacking the commitment to it as a practice.
As with any decision, committing to it is only the first step. In fact, it shouldn’t even really be the first step if you don’t actually have any idea what you are committed to DOING.
What does it mean for your organization to commit to the PRACTICE of DEI? Can you articulate the actions and behaviors you will be measuring progress against at the org, department, team and individual level? What resources have you allocated to achieve this on an ongoing basis? How will progress be measured? How will goals and priorities be updated? And how will you onboard new staff into this process so that shifts in culture and practice are sustained over time rather than being contingent on the presence of work of a few specific individuals?
Creating a DEI strategic plan for operationalizing DEI into every aspect of the business is critical for making progress and is often a missing piece even with organizations that have been doing years of work. And of course it shouldn’t be created as check-the-box performative corporate-speak - it should be a living working document that is based on input, feedback and brainstorming from across the organization and provides concrete direction to staff at all levels.
All this can feel overwhelming, we know, and honestly, it can be pretty hard to self-facilitate. At CCI, we can come in and create a process that draws on our experiences with creating change for other organizations while also being responsive to your needs.
Read more about our services here and think about, with or without us, what this might look like at your organization.
Banner photo by matthew Feeney on Unsplash
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