How DEI Can Transform Workplace Culture – Part I

Diversity, equity and inclusion (DEI) is a complex movement that, in many ways, is bigger than us, and we are constantly acquiring new information that challenges our assumptions and helps guide us forward. To highlight this important, evolving topic, I was pleased to have the opportunity to speak at the recent CU Women in Leadership Conference on leveraging DEI to positively transform workplace culture and drive employee engagement and business results.

In this blog series, I’m excited to share with you some of the practical solutions I presented at the conference, which go beyond discussion about the gender gap and explore how to take real action that helps accelerate women and other underrepresented groups into leadership roles.

When done well, DEI can truly transform company culture and be a strategic differentiator for financial institutions. Over the past year, through the COVID-19 pandemic and social unrest in our country, DEI has risen to the forefront of discussion in the workplace, and many people would say that we’re at a tipping point (see our previous blog on addressing racism in a global pandemic environment).

Times of crisis can be uncomfortable and disruptive, but they can also be a catalyst for true change. Through DEI, we can seize this moment to create real and sustainable change in our organizations.

Where Are We on the Path to Parity?

According to research from ManpowerGroup, the path to parity is the journey from awareness to parity and diversity – to unconscious inclusion. Conscious inclusion is the conscious intent to include women and other diverse groups in leadership positions, and being very intentional about it, such as providing programs and training. Unconscious inclusion is a natural state of inclusiveness – and that is the desired goal.

Collectively, how do we progress from where we are today to unconscious inclusion? When it comes to workplace culture, moving the needle requires a wholesale change in thinking, which is not a small task.

Organizations need to:

• Intentionally create a culture of shared power and inclusivity, starting at the very top
• Be aware of unconscious bias
• Employ strategies to reduce or mitigate unconscious bias
• Create a tangible DEI strategy and a measurable plan to achieve that strategy
• Go beyond work-life integration to work-life harmonization

DEI Requires Authentic Commitment from the Top

In order to be truly successful, the highest level of company leadership must embrace DEI as a commitment and cultural initiative. Workplace inclusiveness starts with the behavior of senior leaders.

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