Dei Ideas Posts

Millennials (born circa 1982 to 2000) are now the largest group of employees. The workplace has changed because of it. They earned degrees and certifications, gained experience, built skills, and grew into leadership roles. They found their voices along the way. They are actively infusing their beliefs in social justice, collective action, and innovative change that supports the greater good throughout the organization and community.

You’ll see some written content from me in the coming weeks. I’ve been writing a lot on Diversity, Equity, and Inclusion (DEI) because I teach it regularly to clients across the US. My goal is simple. Provide digestible information that moves the discussion forward. Many clients think DEI centers on race or skin tone. It does not.

I’m no expert in DEI. It’s hard to be an expert on a topic that keeps shifting. But I’m well-versed in it, I enjoy productive conversations around it, and I provide a safe place to discuss it. Chime in with thoughtful discourse.

DEI and Data

Over the last 18 months, I’ve consulted with various companies trying to grapple with Diversity, Equity, and Inclusion (“DEI”). The client struggle is the same. Setting up the corporate framework and establishing goals that feel authentic but are also achievable.

So let’s talk goals. If you’re going to have goals (any kind), understand the difference between quotas and goals. Quotas are mandatory. Goals are aspirational and may fall short.

Bohnet and Chilazi (2020) argue that goals are more effective when you account for “the way” a goal is accomplished and “the will,” which is the internal motivation to achieve it (p. 1). Goals get hit faster when you understand those components and put intervening mechanisms in place to hold people accountable (p. 2-3).

Bringing it back to something useful: your goals require your attention, a method to accomplish them, and the desire to do it. Without these three, your goals are just wishes.

What DEI Is (and Isn’t)

Let’s talk about Diversity, Equity, and Inclusion (“DEI”). What it is, what it isn’t.

DEI is a lot of evolving components with many moving parts. Broken down, it’s digestible.

Diversity (the D of DEI) is the ability to bring together different minds with different points of view, varying life experiences, cultures, genders, sexualities, religions, and other components of an individual’s uniqueness. Historically, diversity has been defined as something visible or heard, like skin tones or accents. That narrow definition centered on “one of us is not like the rest of us.” It has given way to a broader definition (the one above).

Equity deals with justice, fairness, and impartiality. It should be easy to understand but is not readily apparent in private organizations or even government systems. At the heart of equity: impartial processes, procedures, and treatment of all individuals. Not just those with specific characteristics that have historically been treated better with more favorable conditions, without fear for safety, justice, or fairness.

And then Inclusion, my dearest friend. The essence of Inclusion is being treated with dignity and respect as all humans should be. You are valued as an equal partner, heard as an individual, and appreciated for your unique skills and talents. Your uniqueness thrives when those ingredients are present in any environment (workplace, home, community, social groups). The environment feels fair, just, and equitable to all. You know you belong because you found a second place where you will drop anchor, invest, and grow. That is Inclusion.

DEI has depth and texture. It requires an investment to genuinely understand and appreciate.

Want to experience DEI? Go to a neighborhood, nation, or faith organization you know nothing about. Hear their stories. Explore their culture. Learn their history. Observe their faith. Try their fantastic food.

So what isn’t DEI? DEI is not an ideology, a political identity, or a movement. It just is not. There is nothing.

DEI and Emotional Intelligence

Yesterday I defined Diversity, Equity, and Inclusion (“DEI”). Today I’ll share unintended enlightenment from my deep dive into DEI. It added texture in an area I wasn’t considering: Emotional Intelligence (“EI”).

I didn’t know it at the time. But a precondition for understanding and appreciating DEI is a sufficient understanding of EI. DEI can and will rock your emotional world, if you allow it.

For me, emotions used to be either good, neutral, or wrong. The more I dug into DEI and EI, the more I found those emotions are tied to painful or happy memories and sorrow, which trigger a downward spiral for most of us. Instead of avoiding or trying to overcome “bad” emotions, listen to them. They are trying to convey a message. Something is not right. It may be time to take action and make a change.

EI requires us to look at our emotions objectively. Grab the feeling, hold it in your hand, and like a kaleidoscope, give it a few solid turns to fully appreciate and understand it. Once we know our emotions, we can use them to guide good decisions based on reason and intuition.

Many of us know the cause of those emotions. The problem is we chose to ignore the red flags and looked the other way instead of taking prompt action. Maya Angelou said it best: “When someone shows you who they are, believe them the first time.” Indeed, we should have.