Zeitgeist-Proof Your DEI Strategy with Janet M. Stovall
Aug 22, 2023
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The podcast discusses the importance of prioritizing DEI despite skepticism and hostility, the challenges faced by CDOs in implementing DEI strategies, the role of business in promoting DEI, assessing and evaluating DEI programs, advancing DEI efforts on multiple fronts, and prioritizing diversity and fixing systems in DEI.
DEI initiatives should be aligned with business goals and measured for their impact on revenue, innovation, talent, and go-to-market strategies.
Affirmative action is not a major issue within organizations, but debiasing, ambient, and universal programs are crucial for achieving DEI goals.
To ensure long-term success in DEI efforts, organizations should prioritize diversity, leverage inclusive habits, and sustain systemic equity.
Deep dives
The Cyclical Nature of DEI
Despite progress made in 2020, many organizations are now retracting their commitments to diversity, equity, and inclusion (DEI). This cyclical pattern of progress and backlash has been seen before, as people tend to resist change. However, the speaker believes this is a reset rather than a complete retreat. Chief Diversity Officers are concerned about the current environment but recognize the importance of DEI in the long run.
Can DEI Survive Without Going Broke?
Organizations can invest in and commit to DEI without facing a debilitating backlash. Although some high-profile cases highlighted negative consequences, many companies are successfully implementing DEI practices and experiencing positive outcomes. The key is to align DEI with business goals and measure the impact it has on revenue, innovation, talent, and go-to-market strategies. The speaker emphasizes the importance of focusing on the business case for DEI to ensure long-term success.
Navigating Changes in Affirmative Action
The recent Supreme Court decision to strike down affirmative action has raised concerns, particularly regarding the impact on diverse talent pipelines. While the decision does not directly affect corporate America, it can indirectly influence it. However, the speaker cites research suggesting that within organizations, affirmative action is not a major issue. Instead, she highlights the importance of debiasing, ambient, and universal programs in achieving DEI goals.
Exploring the Science Behind DEI Results
To ensure DEI initiatives withstand scrutiny and drive tangible outcomes, it is crucial to understand the science behind the business case for DEI. Leaders should recognize that cognitive biases can hinder decision-making and limit the potential benefits of diverse perspectives. By fostering inclusive habits and challenging experience biases, organizations can generate cognitive elaboration and better decision-making. The speaker advocates for explaining the mechanisms of DEI's positive impact and leveraging research to promote stronger understanding among leaders.
Strategies for Zeiggeist-Proofing DEI
To zeiggeist-proof DEI, organizations should prioritize diversity, leverage inclusive habits, and sustain systemic equity. This holistic approach ensures that DEI initiatives become integral to the organization's goals and systems. By anchoring DEI to the business case, actively changing behavior, and creating equitable systems, organizations can navigate societal changes and achieve long-term success in DEI efforts.
