Diversity, Equity and Inclusion (DEI) momentum can very quickly plateau, despite the passion and best efforts of people throughout an organisation. Although you might have a few quick wins whilst rolling out your DEI initiatives, keep in mind that this is a long-term commitment that requires flexibility, continuous learning, humility, and resilience.
If you are wondering what you are missing with your DEI approach, consider how you might focus on relationship building, intersectionality and a human centred approach to propel you towards a more inclusive and respectful workplace.
Relationship Building
Respectful relationships lie at the heart of workplaces whose culture is inclusive. The key is that these relationships move beyond superficial interactions, and there is genuine care and respect amongst colleagues, regardless of personal differences, values and believes.
This isn’t an overnight, quick fix. It is a deliberate and mindful undertaking, knowing that over time, trust and respect will grow within your teams.
As relationships develop, individuals begin to experience a greater sense of belonging at work. They feel more confident to navigate challenges that arises, even if it is a disagreement with their peers. The strength of the relationship creates a level of trust that your team will fall back on during difficult times, and they will hold themselves accountable when needed.
Opportunities for relationship development should arise on a daily basis, and effort to connect with those outside your immediate circle should be front of mind. Being fully present in your interactions, checking in on one another regularly, celebrating the big and small wins, acknowledging challenges and difficulties, and actively contributing to team development and engagement can all contribute to meaningful relationships built on trust and appreciation.
Intersectionality
If we continue to silo our DEI work into each diversity dimension, without taking an intersectional approach, we will hinder our progress to achieving equality in our workplaces. As human beings, we are multi-faceted, and the different parts of ourselves are not separate from one another. A holistic approach is essential to ensure no one is excluded from your DEI progress.
Start to ask yourself:
‘Did our International Women’s Day panel represent Aboriginal women, women with disability, or young women, who are starting out in their career?’
‘Was the annual Pride event accessible for neurodivergent people?’
‘Does our Family Domestic Violence (FDV) policy consider how we will support migrant people, or LGBTQIA+ folks?’
As we start to consider all aspects of people’s lives, we create opportunity for everyone to be represented and included within our organisations. An intersectional approach can support your efforts to individuals having a greater sense of belonging, and psychological safety in your workplace.
Human Centred
Your approach to DEI should centre the voices of those with lived experience and provide opportunities for allies to step in and support your commitment to creating an inclusive and respectful workplace.
When making decisions that affect groups of people, genuine consultation and engagement is crucial to the success of your strategies, initiatives and programs. Consultation should include both those with lived experience and allies, noting that many allies, such as parents or siblings of people with disability have a strong desire to contribute to creating more inclusive workplaces. There is a saying in LGBTQIA+ and disability circles, ‘Nothing about us, without us’ signifying the importance of engaging and including those affected by the decisions you make within your organisation.
Those leading the consultation should understand and navigate the complexities that may arise with differing experiences and expectations of some individuals within your workplace. Clear guidelines, or terms of reference should be in place when managing internal reference or focus groups to allow for a respectful and transparent consultation process.
Your organisation may also like to consider building relationships with external, peak bodies, such as a multicultural, disability or LGBTQIA+ organisations who can advise you on matters related to their community or population. Although it is important to provide a space for those with lived experience within our organisation to contribute, it should be balanced so that it does not become a burden to those individuals, who may end up feeling like ‘a poster child’.
To implement an intersectional and human centred approach to DEI, and to foster respectful relationships, all levels and departments across your business should be engaged. Opportunity should be provided to everyone to engage with DEI, so that they understand their responsibilities in maintaining a safe and respectful workplace, and that they too can embrace and be part of an inclusive workforce.
AUTHOR: Gāya Surendorff Associate Director, Diversity Australia
