How to Modernize DEI Strategies

In this increasingly litigious era of DEI pushback, it is more important than ever for HR and DEI teams to invest in people analytics and data science capabilities. While at Uber, I hired two org psych PhDs with exceptional qualitative and quantitative research capabilities. They collaborated with people analytics to develop and conduct innovative predictive factor analysis using data beyond traditional demographics. They were also tasked to transform how Uber gathered data. These innovations in data allowed Uber’s DEI approach to be truly data informed and data driven. Rather than relying on imprecise lagging metrics (representation, turn over) we could pinpoint the exact root cause of inequity and address it at the source. Factor and process analysis helped the Uber recruiting team pinpoint that our biggest hurdle to hiring from historically overlooked groups was top of funnel diversity. If an underrepresented person could make it past initial phone screens they had a high probability of getting an offer. It was the initial resume review and phone screen that were acting as blockers. This allowed for further analysis and a solution was created to mitigate bias at this stage. Rather than utilizing tired methods like candidate slate requirements, we could focus on root causes rather than throwing darts in the dark.

📍 Sometimes, business leaders have GOOD intentions but use the WRONG strategy when it comes to DEI📍 A common problem I often see with clients is the idea that "if I'm underrepresented here, that means I should hire from that group only," and **poof**, problem solved. Research and experience show that this won't fix your problem. Fixing appearances of underrepresentation is simply a bandaid, but making systemic change ensures a lasting inclusive impact. In fact, a strategy focused on symptoms alone might make problems worse. 🔍 Why focus on the system instead? The hiring system is often where big biases start. By looking at and changing this system, we deal with the main issues causing underrepresentation. Focusing on the system lets us put in proactive solutions, making an environment that naturally has more diversity instead of just reacting. A new hiring system makes sure everyone has a fair chance, breaking down barriers for people who are underrepresented. Here are a few signs you may need systemic changes: 🚩 Not many people applying from underrepresented communities 🚩Job descriptions mostly talk about preferred backgrounds instead of skills 🚩 No standard interview assessments for candidates 🚩 Homogeneous panels doing talent interviews Time to shift the focus from fixing symptoms to changing the whole system. #DEI #leadership #InclusiveHiring #inspireinclusion

My take on the future of DEI: it must be built-in, not bolted on. When inclusion and fairness are lacking, ancillary programs alone can’t move the needle. 😬 One-off trainings won’t fix inequitable management styles. 😬 Conference sponsorships won’t fix unstructured hiring. 😬 Mentorship programs won’t fix biased promotions. 😬 Book clubs won’t fix toxic leadership behaviors. You’ll have more luck when you engage in root cause problem-solving, which looks more like: 💪 Digging deeper into your cultural norms, policies, and processes. 💪 Using data to surface and address disparate experiences. 💪 Making structural changes and measuring outcomes. 💪 Being responsive, not reactive. When times are tough, the programs get slashed first. They’re line items in budgets and time-boxed activities in calendars, so they’re easier to delete and move on. If you want to create a workplace that upholds the principles of DEI, you need to build them in. It’ll help you withstand the inevitable headwinds you’ll face in the future. It’s hard work, and it’s worth the investment. #DiversityEquityInclusion #DEI #PeopleStrategy

I have seen this phenomenon impact many of my clients. Focusing on performative DEI work, such as cultural celebrations, one-time training programs, or events, does not yield effective results. Instead, as Harvard Business Review's research shows, systemic adjustments to hiring, promotion, and pay decisions do work. Want other evidence-based ideas that work? 💡 Referral programs 💡Upskilling programs 💡Mentoring programs 💡Flexible scheduling 💡Performance-based retention programs And, these programs don't just benefit historically marginalized groups. They benefit ALL employees. Read the full article here: https://lnkd.in/ge6GPX2v #inclusion #allyship #DEI

I remember giving a welcome speech to a group of over 200 people in a hotel on the island Kos in Greece. It was my second season as a representative of a tour operator. My goal was to encourage the crowd to buy as many excursions and rent vehicles as they could. It was a huge sales pitch. I was incredibly successful. 20 years later, I‘m also presenting in front of 200 people. This time it’s not that easy to get a buy-in from every participant and reach the goal I intended. Ok, let’s be clear, nobody is for everyone. Neither am I, I know that. But talking about complex topics like how people are being excluded in the workplace and what we can do about it is a whole other thing. These topics are not easy to follow nor easy to accept. Why is behavioral change around DEI so difficult? Most Bias, Diversity, Equity & Inclusion trainings are designed to educate the employees and give them the information they are perceived to lack. This approach can be received as paternalistic, and implies that behavioral changes can only be created teaching knowledge. Participants might feel that there is something “wrong” with them. And, guess what? Of course that makes them feel defensive, and less motivated to change their behavior. The thing is, that people’s behavior is not only determined by their knowledge but also by other factors like their values, motivations, and anxieties. Therefore we need training approaches that go beyond just teaching people what to do. Trainings should respect the participants’ autonomy and give them tools to direct their own actions towards shared goals. That’s why I’ve been focusing on Empowerment in all of my formats where the participants are enabled to lead the change. It's also important to assume the participants are well intended (that's very hard for me since I'm biased myself). And let’s not forget that trainings around social justice can only be effective if the systemic issues that allowed bias in the first place are addressed in the organization. One training alone will not change anything. And, if being poorly conducted, it can actually harm the DEI efforts. A study from 2016 found that DEI trainings are effective if they focus on skill development and are conducted over a long period of time. What do we learn from this now? Yes, we need DEI trainings. Yes, you need more than a 1-hour training. Yes, the people you hire for this work should know about scientific-based and cognitive-behavioral approaches. Yes, systematic transformations in the organization are critical for a sustainable and successful cultural change. Do you believe in DEI trainings? How can DEI trainings be effective? #WorkshopFacilitation #Trainings #Diversity #Equity #Inclusion ALT Text in the picture and the comments.

Why is it that so many companies talk the talk when it comes to people and culture, but struggle to walk the walk? After reviewing several people and culture initiatives across global organizations, I've observed a common trend many companies are getting stuck in the intention to implementation phase. The intention is clear, and the focus is defined, but oftentimes, the execution falters. Among many reasons, some of these approaches were hastily put together, often lacking a long-term vision and failing to address the cultural or systemic changes required. Other reasons could be DEI leaders not being set up for success, because company’s ineffective DEI structure, or DEI Not Being positioned as something that is for everyone. It's time to shift our thinking and embed DEI into our corporate DNA. After all, this isn't about superficial changes it's about a comprehensive, organization-wide transformation. How can we do this? Here are some thoughts: 🔹 Set the Tone at the Top and empower the Middle - across all levels of leadership. 🔹 Hire DEI leaders with relevant expertise, and provide them with adequate resources to succeed. 🔹 Embed culture practices into every department rather than isolating it as a stand-alone function, and back them up with systems of accountability 🔹 Reposition DEI as a concept that benefits EVERYONE, fostering a culture where everyone feels valued for who they are. Through a series of 4, 6, or 10 sessions, we collaborate to develop actionable and effective solutions, guiding you toward success in our strategy sprint. This approach is ideal for those seeking to create integrated solutions without silos. Let's remember, that this work is about making our workspaces more human, inclusive, and respectful of all differences. Isn't it high time we treated it with the respect it deserves? #StrategySprint #Collaboration #Leadership #Diversity #UnsiloedSolutions

DEI REMINDER: Stop saying and believing that a diverse workforce starts with recruitment. That's not the starting point. It’s this - Equity-centered policies and practices Create the right working conditions for a diverse workforce, including re-evaluating your leadership and company structure as it relates to sponsorship, performance evaluations and promotions. Remember that people are not necessarily coming to work for you so they can "feel included" or a sense of family at work. Not sure about you but the feeling of inclusion does not get bills paid or necessarily move me towards my next career and economic goals. People, especially those facing systemic marginalization day in and day out, are coming to work for you to primarily grow their careers and economic mobility as well as build generational wealth to help their families. Many of our communities are only one generation away from the poverty line. Some are still working their way out of it. However, racism and -isms tend to continue getting in our way. Leaders need to work on tending to the work environment, including its people. Do this and you won't have issues recruiting and retaining people from diverse lived experiences and backgrounds. Relevé DEI Consulting and Coaching ***** 🔔 Ring the bell up at the top of my profile to see more posts like this. 📨 Sign up for my newsletter to access Q&As, free DEI resources and updates on my research. Link in the comments. 🌐 Visit my website for more information about leveling up your DEI strategy, implementation and sustainability.