What DEI gets wrong — and how to do it right | Paolo Gaudiano
Aug 26, 2024
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Join Paolo Gaudiano, a social entrepreneur dedicated to enhancing diversity, equity, and inclusion practices, as he dives into the pitfalls of current DEI strategies. He explains how many companies misstep by focusing too narrowly on one aspect of DEI, leading to backlash and turnover. Gaudiano advocates for a holistic approach that balances all three elements to foster thriving workplaces and boost profits. He also highlights the crucial role of inclusion for team performance and retention, urging leaders to create environments where every voice matters.
Focusing solely on diversity without integrating equity and inclusion can lead to backlash and hinder employee retention rates.
Measuring feelings of exclusion is crucial for organizations to create a truly inclusive workplace and enhance overall productivity.
Deep dives
The Backlash Against DEI Initiatives
The current backlash against Diversity, Equity, and Inclusion (DEI) initiatives stems from a focus that has predominantly emphasized diversity without adequately addressing equity and inclusion. Critics argue that despite efforts to increase representation, employees from marginalized groups continue to face barriers to advancement, leading to disheartening retention rates and pay disparities. This situation reflects what is termed the 'diversity disconnect,' where organizations prioritize visible diversity metrics while neglecting the deeper systemic issues that contribute to inequities in the workplace. Without a comprehensive strategy that integrates all three components—diversity, equity, and inclusion—companies are unlikely to achieve meaningful, lasting change.
The Importance of Measuring Inclusion
To effectively foster a truly inclusive workplace, organizations need to measure both inclusion and exclusion, rather than merely counting diverse employees. Inclusion is described as the practices and policies that ensure individuals feel valued and integral to the team, whereas diversity focuses on the demographic makeup of the workforce. This distinction is crucial because many leaders may lack awareness of exclusionary practices, which can undermine employee morale and retention. By implementing measures to gauge feelings of exclusion and addressing these concerns, companies can not only improve their workplace environment but also enhance overall productivity and economic performance.
Equity as a Primary Goal
Equity should be a core focus of DEI efforts as it reflects the commitment to fair treatment and opportunities for all employees, regardless of their backgrounds. Disparities in retention rates can lead to significant financial losses for organizations, especially when considering the costs associated with turnover and recruitment. For instance, if an organization loses talented women or individuals from marginalized backgrounds due to inequities in treatment, it diminishes the organization's potential and impacts profitability. Therefore, fostering an equitable environment is not just a moral obligation but also a strategic business imperative that can drive organizational success.
Social entrepreneur Paolo Gaudiano explains why many companies are taking the wrong approach to diversity, equity and inclusion (DEI) initiatives — by overly focusing on one thing. To avoid backlash and costly turnover, he shows the key change leaders can make to create thriving, equitable workplaces while also increasing profits. After the talk, Modupe shares how she incorporates these learnings into the classroom.
