How to Stop Being Reactive in Diversity, Equity, and Inclusion
The future holds a vision where diversity, equity, and inclusion transform every aspect of our lives. It's a world where opportunities are equally accessible, biases are dismantled, and every individual feels empowered to contribute their talents, regardless of their background or identity. Although this objective is widely recognized and crucial for creating a thriving society, taking a proactive approach can often prove challenging.
Abstract image of different people surrounded by rainbows
So, how do we shift from being reactive to proactive in our diversity, equity, and inclusion (DEI) initiatives to create lasting, positive change? In our detailed discussion last week, we identified the root cause of this reactive approach: a lack of vision.
A Clear Vision for a Unified Future
Crystalizing a shared vision for DEI in your organisation is the first step toward fostering more inclusive and equitable environments. When leaders predict and articulate their organisation's DEI goals, they can work with unified purpose and break away from the scattered, reactive approach.
By providing a clear and concise long-term vision that reflects your organization's DEI values, the jumble of individual good intentions morphs into a cohesive strategy. This unified long-term vision brings about increased confidence in decision-making, allowing leaders and staff members to collaborate more effectively and plan meaningful, future-focused actions.
Here are some real-life strategic examples of how vision has made a difference in DEI:
Unilever: Unilever, a multinational consumer goods company, has a vision to promote DEI not only within its organisation but also across its value chain. The company has implemented initiatives to increase diversity in its workforce, ensure fair practices in its supply chain, and address social issues through its brands. Unilever's vision has driven tangible actions and positive change.
Netflix: Netflix has embraced a vision of inclusivity in the entertainment industry. Through initiatives like the "Netflix Fund for Creative Equity," the company aims to support underrepresented creators and storytellers. By nurturing diverse voices and stories, Netflix is transforming the landscape of entertainment and challenging traditional norms.
Mastercard: Mastercard has committed to fostering an inclusive culture both within its organisation and beyond. The company's vision includes promoting gender equality, providing financial access to underserved communities, and supporting small businesses owned by underrepresented groups. By aligning their vision with concrete actions, Mastercard is driving positive change in various areas of DEI.
Start Considering the Long Term
Do you feel overwhelmed by the thought of imagining your organisation's DEI future? You're not alone. The path to inclusiveness and equity requires not only vision but also the ability to shift mindsets and adapt long-term planning strategies.
It's time to move from a reactive approach in managing diversity, equity, and inclusion to a proactive one by envisioning a more equitable and inclusive future for every member in your organisation. Start considering the long-term impact of your DEI initiatives.
Together, we can create lasting change and fulfill the promise of a truly diverse, equitable, and inclusive communities.