DEI Can Be Effective When Implemented Properly

View the Original Article

Senior Vice President at VRM Mortgage Services overseeing Human Resources.

Diverse group of entrepreneurs clapping hands during a startup conference
getty

Research shows innovation and the potential for exponential growth that fulfills widespread needs are fostered by differences that have been identified and included. This has been continually proven throughout world history. Examples are visible across every industry (i.e., renewable sources of energy, transportation, food products, medical treatments, medications, financial transactions, etc.) Yet, the United States has entered a period in which diversity, equity and inclusion (DEI) programs are a dividing line between its citizens. Why has the U.S. reached this point? And so what? Who cares?

Two major factors are contributing to why DEI programs are a dividing line. The first factor is whether U.S. citizens still believe in and want to function as a democracy as marked by current culture wars in which “wokeness” and cancel culture have been politically weaponized; the artifacts of these wars are appearing in the form of local, state and national legislation.

There is a lack of clarity regarding the meaning of the threats to democracy of being “woke” and cancel culture. Accordingly, many are not clear about what they are divided about. Some are not even curious enough to be sure they are clear about what they may be fighting about. So here are some definitions. “Woke” is defined in Merriam-Webster as being “aware of and actively attentive to important societal facts and issues (especially issues of racial and social justice).” Cancel culture is “the practice or tendency of engaging in mass canceling as a way of expressing disapproval and exerting social pressure.” The impact of canceling is to stop supporting. While this is a means of holding someone accountable that you can use, canceling according to psychologists can impact the canceler as well as the canceled and those who are observing.

According to James Davison Hunter, politics are an artifact of culture. It’s a reflection. Culture underwrites our politics. Culture wars have an origin, and that origin is perceived existential threats to ways of life. Those threats become so polarizing that they create dividing lines in culture wars.

While we are at it, let’s be clear about the term “democracy” and why it is even important in the discussion of DEI. While the U.S. can be defined as a constitutional republic, it functions as a democracy. Democracy is defined as “government by the people;” it is a form of government in which the supreme power is vested in the people and exercised by them directly or indirectly through a system of representation usually involving periodically held free elections. It is also defined as the absence of hereditary or arbitrary class distinctions or privileges. Democracy, if maintained and if its principles are applied appropriately and enacted, is fertile soil in which DEI can grow and be sustained. Principles such as the Rule of Law, human rights, participation, inclusiveness, responsiveness, effectiveness and accountability are important to upholding fairness and justice for all.

The common theme that emerges from the culture war dividing lines is the increased potential for polarization. Polarization is marked by individuals of like minds congregating together. Polarization leads to separation, and this separation can lead to a lack of willingness to seek and hear alternative views. Polarization can lead to disunity, breakdowns in communication, silos and diminished decision-making and performance. “Every kingdom divided against itself is brought to desolation; and every city or house divided against itself shall not stand.” This should be very clear, especially to those who are familiar with its source.The video player is currently playing an ad. You can skip the ad in 5 sec with a mouse or keyboard

The best way to deal with polarization is to have people reflect on their beliefs, recognize diversity, be equitable or fair and be inclusive. In other words, truly effective and appropriately applied DEI. This leads to the second reason the current dividing line around DEI exists.

Researchers have shared for some years, with recent confirmation, that poorly designed DEI programs are not only ineffective but also potentially detrimental for some groups. Research shows some program designers fail to recognize the complexity of DEI and fail to use a multidisciplinary approach in designing and executing the programs. Other research also shows that some designers over-rely on diversity representation. There is also a tendency to over-rely on regulatory compliance and forced rather than voluntary training that is quickly forgotten.

Other design flaws, according to research, include misalignment between the DEI program and the business’s mission, vision and values. Then, there is the lack of consideration and inclusion of human behavior principles in program design and little to no examination of bias detection in internal policies, procedures and processes. Finally, there is a poor balance between program ideas and execution, as well as a failure to effectively measure impact (e.g., return on investment, even if it is evidenced in the form of higher employee engagement). This does not mean DEI should be thrown out. It means programs should be carefully designed with the factors mentioned at the forefront of this article.

While the preceding contains keys to designing effective DEI programs, seamless incorporation of DEI principles may be achieved by appropriately ensuring responsiveness, inclusiveness and equity as operating norms. According to the Oxford Dictionary, responsiveness is to react quickly and in a positive way to something. Inclusion is the fact of being included, and to be included is to be contained as a part of something. Access is permitted—albeit more often by invitation. Equity is defined as the quality of being fair and impartial. To be fair is to be acceptable, appropriate, open-minded and even-handed in any given situation. To be impartial means to be unbiased and not support one person or group more than another.

In the workplace, responsiveness may look like acting on constructive feedback in a positive and timely manner. Appropriate inclusion in business may look like ensuring diverse views are sought and considered when making decisions and breaking down silos to achieve common goals. And equity looks like providing fair access to opportunities to those who have equally demonstrable capabilities.

DEI, if implemented properly, can be effective.