Chief Human Resources Officer, Exabeam.
getty
While diversity, equity, inclusion and belonging (DEIB) has been a buzzphrase for years, the pressure has increased for organizations to showcase successful DEIB programs, albeit with little structure or framework for how to do so. On top of this, even if success is achieved in building diverse, equitable and inclusive organizations, how can leadership make sure these teams perform well?
According to findings from Gartner, 35% of HR leaders say DEIB is among their top five priorities for 2022 and beyond. I’d like that statistic to trend upward, but a recent "HR Research Institute" report reveals that organizations are finding difficulty in developing DEIB programs, with "only 22% indicating they are in 'expert' or 'advanced' stages." Companies are also missing the mark with benefits, with "only 18% of companies offering only those benefits mandated by law" to appeal to a diverse workforce.
Mindset, coupled with conscious action, can make an impact. My company has taken action to promote equality, including increasing the C-suite representation of women in a traditionally male-dominated industry. We need more organizations to take a stand when it comes to DEIB and hold themselves accountable for showing results.
Thinking Outside The DEIB Box
As we emerge in a world that’s learning to live with Covid-19, companies are finding the need to craft inclusive policies that embrace a diverse culture and allow for flexibility while concurrently holding employees accountable.
Ensuring technology works seamlessly whether in the office or remotely is a critical first step in DEIB practices post-pandemic. From there, rolling out a remote-friendly, hybrid approach is helpful. This has worked beautifully at my organization. We encourage employees who live near an office to work from the office at least one day each week, fully at the discretion of each individual and what makes them comfortable. This remote-friendly hybrid approach allows many single parents, like me, to handle the demands of childcare while being productive at work.
There are some challenges. A few are highlighted below, along with helpful solutions:
• Asymmetrical access: Part of the in-office appeal is more access to important information and “water cooler conversations” with others. This can create informational asymmetries in the organization. Mitigate this by having multiple channels and ways employees can access executives and information online or in person.
• Schedules: In boundaryless work, people work synchronously and asynchronously. Address this by having team meetings scheduled in advance and alternate meeting times so everyone can experience meetings that are conducive to their time zone.
• Inclusion and team-building: In remote work settings, it can be hard to have all voices heard on calls and challenging to build culture and team spirit through a computer screen. Address these challenges by having fun, culture-creating activities remotely.
• Unconscious bias training: Include modules around remote workers and help them feel included. Actions like creating space and silence for remote employees to share their thoughts about topics help those dialing in feel like they’re part of the team.
• Philanthropic initiatives: Create events for in-person gatherings and virtual events so remote teams can give back, too. Examples are reading to children virtually and creating care packages for those in need.
You Have DEIB, Now How Do You Level Up Performance?
When bringing passionate, diverse folks together with different perspectives and asking them to solve problems, be prepared for challenges. The secret to success lies in establishing a space of safety and belonging, creating a culture where people are encouraged to bring their authentic selves to work.
Being mindful of others' differences can help transform the mindset of everyone on the team. Set ground rules and communicate them in advance. When people are open about their religious, political, social or other preferences and guidelines, team members can more easily empathize and understand one another’s boundaries. Knowing boundaries or guide posts helps generate a creative space where teams can brainstorm and develop ground-breaking solutions.
How To Make Diverse Teams High-Performing Teams
Now let’s drill deeper into a few tips to make diverse teams high-performing teams:
• Identify decision-makers. People have different perspectives and thoughts, which is the beauty of diverse teams, but it’s important to have clear decision-making authority. It’s critical to distinguish this role so everyone feels heard regardless of the outcome.
• Determine tolerability. The behaviors we tolerate speak volumes about who we are. Joke-making is one example. Some jokes are not okay and test boundaries. When this occurs, hold a person accountable and politely inform them it is not OK to say certain things. Go a step further and explain the importance of being considerate of other team members.
• Consider unifying exercises. Understanding employee sentiment and listening are very important. Engage with employees through polls and surveys and ask specific questions about what’s working and what isn’t. Be sure to poll remote teams to ensure they are included.
• Build empathy. A tool to tap for success here is the Enneagram. By engaging employees in an activity that connects them deeper to who they are, and then empowering them to share that knowledge with their teammates, everyone is able to better understand how they work so they can ultimately work well with others.
Too often organizations will initiate DEIB policies with the best of intentions, but without a clear strategy, they become a series of random acts that ultimately create a revolving door of diversity. Hopefully, as organizations become more diverse, their DEIB initiatives will be viewed holistically and actions will become part of an overall strategy to truly drive change.
I’m optimistic when I look across my organization and other tech companies and see the consciousness and action toward building more diverse and equitable organizations. We’re solving big problems in the world and need diverse, innovative minds helping to lead us into the future. The future is diverse.
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
