5 Ways to be a DEI Leader in the Workplace

Lately on LinkedIn, the chatter seems to be all about exit plans. While many employees are experiencing layoffs, plenty are quitting on their own terms — both quietly and loudly.

When it comes to quitting: the reasons are plentiful, but one that I hear often in my field of work is a lack of belonging. A recent attrition survey found that 51% of people who left did so because they were missing a sense of belonging. People want to feel that they fit into the culture, have a sense of purpose, and that their contributions are respected.

So, how do you build a strong team where everyone belongs to prevent the dreaded domino effect of quitting? To ensure that every single one of your employees feels included in your culture at work, here are five avenues to explore. 

Work from the Top-Down and Inside-Out

Leaders are the weather-makers: be sure to set the pattern before you start the journey. If you are in any position of power at work, you are at the helm of the conversation around diversity, equity, inclusion, and belonging. Real, lasting change starts at the top. 

And that said: so much of DEI work is about self-reflection and taking the time for internal investigation. What has shaped who I am today? What is my lived experience, and how does that impact how I view my contribution within an organization? We all have biases resulting from our experiences: gaining clarity on your own biases can help set the tone before you encourage others to explore theirs. 

Queue for Questions

Actions start with a why. Thought Leader Simon Sinek says: “People don’t buy what you do; they buy why you do it. And what you do simply proves what you believe.” Ask yourself: Why is a culture of belonging important here? Why is DEI a priority? What is the desired outcome? What is at stake if we stay the same? Hold focus groups, talk to individuals, and/or run surveys. Identify different mediums through which people feel comfortable sharing; an informal conversation is often a great entry point. Let the data — both qualitative and quantitative — give you clues as to what is going on.

Don’t Stay Static

70% of white leaders don’t feel that there is a space for them in DEI, according to this White Men's Leadership Study. What a depressing statistic. Everyone needs a sofa at this table because these conversations will take a while. Change can’t happen in a vacuum and you can’t foster belonging when one (large) group feels excluded. Lily Zheng, DEI Strategist and author of DEI Deconstructed (add it to your library!), shares a powerful article on the importance of forging these alliances and offering space for shared perspectives and ideas. 

Take Out Your Tape Measure

DEI work is often packaged into trainings and workshops. While these have a place, research has sadly found that they are seldom effective at having any measurable impact — and often do more harm than charm. Rather than remove all initiatives: look at measuring the impact of what you have already created to make your own decision and figure out what works best for your team/organization.

Be the Change

As an employee, you might find yourself in an organization whose values don’t align with yours. This is where you have agency, particularly when belonging comes into question, to decide on the best way forward — whether that’s seeking to enact change or moving on to a different company. Can you seek support from your employee resource group, talk to your manager, or look for resources online? How can you take action, even on a small scale? If your organization doesn’t value or prioritize a culture where people feel like they belong, then you have the right to decide on your next move.

And while sometimes quitting is the best answer, there might also be opportunities for progress. Look for the success stories in your organization and others. Explore how people are making positive changes and see how you can align yourself with those processes. Take the time to have thoughtful conversations with leadership and your team around successes. Pausing for applause can make a huge difference to morale.

Equity and inclusion require the effort of everyone. For those who are keen to work in an inclusive environment, there are podcasts, TED Talks, and books to help foster long-term belonging. You have to keep learning; making the space for intentional, continual conversations; leading with respect; and ensuring all different voices are in the room and have the opportunity to share.

with joy,

Dr. Helen