Brené with Aiko Bethea on Creating Transformative Cultures
Feb 8, 2021
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Dive into a master class on creating transformative cultures with DEI expert Aiko Bethea. Explore strategic action items for authentic change, the importance of empathy in addressing racial disparities, proactive investment in love and belonging in organizations, and the power of accountability in fostering growth and understanding. Discover the role of Employee Resource Groups in driving organizational change and authentic allyship in supporting marginalized communities.
Anti-racism work should focus on relationships, not transactions, for transformative change.
Prioritizing intentional actions over quick fixes prevents harm and sustains positive transformation.
Accountability measures, compliance reports, and transparency are crucial in addressing discriminatory behaviors.
Metrics in diversity efforts should include retention rates, promotions, and employee experiences for true inclusivity.
Integrating bias training into leadership development, allocating sustained budgets, and promoting DEI work at all levels are vital.
Deep dives
Need for Relational Anti-Racism Work
Anti-racism work should be relational, not transactional, to bring about transformation. Role-playing scenarios exemplified the importance of empathy and connection in addressing discriminatory behaviors.
Importance of Intentional Action
Effective change requires intentional action, not rushed responses. Prioritizing intentionality over quick fixes prevents harming individuals and perpetuating harmful systems.
Accountability and Transparency in Diversity Initiatives
Accountability measures are essential in addressing discriminatory behaviors. Sharing compliance reports and elevating awareness ensure transparency and encourage responsible behavior and leadership.
Qualitative Assessments in Diversity Metrics
Metrics in diversity efforts need to extend beyond demographics to examine retention rates, promotion opportunities, and employee experiences. Understanding the story behind the data is crucial for fostering an inclusive environment.
Sustained Budgeting and Leadership Training
Allocating sustained budgets for DEI initiatives and integrating bias and aggression training into standard leadership development promotes long-term commitment and awareness at all levels of the organization.
Elevating DEI Training as Leadership Development
Training on biases and aggressions should be labeled as leadership development to eliminate stigma and foster competency within the organization. Integration of DEI training at all leadership levels is crucial for creating an inclusive workplace.
Direct Reporting and Organizational Alignment
Direct reporting of Chief Diversity Officers to the CEO and alignment of DEI efforts at the highest leadership level are essential for driving effective organizational change. Ensuring that DEIB work is prioritized and integrated into the core leadership structure is key to promoting equity and inclusion.
Importance of Continuous Leadership Development
Leadership development should not be treated as a one-time training activity but should focus on developing communities of practice, modeling actionable behaviors, promoting accountability, and fostering introspection. The approach should shift from transactional to transformational, emphasizing continuous learning, mindset shifts, and personal growth.
Embracing Diversity and Inclusion Efforts
Creating a culture of diversity and inclusion requires active participation from leadership at all levels, beyond simply delegating to HR or employee resource groups. Engaging in meaningful conversations, supporting ERGs beyond surface-level activities, investing in development networks, addressing security and policing issues on campus, and promoting allyship through tangible actions are essential components for fostering an inclusive workplace culture.
This is Part 2 of my conversation with Aiko Bethea, friend, colleague, and diversity, equity, and inclusion expert. We take the foundations from our first conversation and build upon them with strategic and sustainable action items that we can take to create nonreactive, intentional, accountable, and transformational change. It’s a master class in the power of integration and the importance of a learning mindset.
