DEI-Washing: The Disconnect Between Stated Company Values and Action
Words like diversity, equity, and inclusion (DEI) are frequently used in many industries and spaces, and yet not all organizations that tout these principles actually embed them into their workplace culture. This has given rise to a phenomenon known as DEI-washing – equivalent to "greenwashing," where companies market themselves as champions of DEI, without taking substantive action.
One example of DEI-washing can be seen in companies that tout a commitment to diversity but have a lack of diversity in leadership roles. They may speak about the importance of different voices and experiences, but when you look at their executive suite or board, everyone looks strikingly similar.
Deciphering whether a company is genuinely committed to DEI or simply jumping on the bandwagon can be challenging. However, some clues can help you discern the truth. One is to consider the representation at all levels, especially in leadership and decision-making roles. Look at their policies and procedures, hiring practices, and responses to issues related to DEI. Also, consider the company's track record – are their DEI initiatives new, or have they been embedded in the company for some time? Are there measurable goals and accountability mechanisms tied to these initiatives?
The disconnect between stated values and action typically arises when there's a lack of commitment at the leadership level, or when DEI is seen as a PR strategy rather than a core value. Without a deep-rooted commitment and a plan to embed DEI into all aspects of the organization, companies may find themselves merely paying lip service to these values.
So, how can companies act authentically on their DEI values?
Transparency: Transparency fosters accountability and demonstrates a company's commitment to DEI.
Accountability: Create mechanisms for accountability, such as setting measurable DEI goals.
Education: Conduct regular DEI training for employees at all levels to promote understanding and action.
Taking tangible steps towards actualizing DEI values is crucial for organizations striving for genuine inclusivity. This is much more than a checklist or a box to be ticked – it's a transformational process that redefines the organization's identity and purpose. By fostering transparency, holding everyone accountable, and continuously investing in education, companies can bridge the gap between their stated DEI values and the lived reality of their employees.
The Role of Leaders in Enacting DEI Values
Leadership commitment is an essential factor in acting on DEI values. Leaders aren't just people who hold positions of power in the company's hierarchy; they set the tone for the entire organization and significantly influence the company culture.
One of the first steps in embodying DEI values is modeling the behavior you wish to see in your team. Leaders should display their commitment to DEI in their daily actions, be it through promoting diverse hiring and advancement opportunities, using inclusive language, or advocating for equitable treatment of all employees. A leader's actions speak louder than words and serve as an example for the rest of the team.
Another key aspect of enacting DEI values as a leader is the willingness to listen and learn. To truly understand the experiences and perspectives of their team, particularly those from marginalized or underrepresented groups, leaders need to create safe spaces for open, empathetic conversation. Acknowledging their own biases, learning from their mistakes, and taking actionable steps towards change is a cornerstone of any leader's commitment to DEI values.
The Role of Employees in Supporting DEI Values
While the role of leaders is pivotal, employees form the backbone of any organization's DEI efforts. Employees bring DEI values to life through their daily interactions, behaviors, and attitudes.
One of the ways employees can support DEI is by proactively educating themselves about diversity, equity, and inclusion. Understanding the dynamics of unconscious bias, microaggressions, and privilege can greatly enhance their interactions with colleagues. The journey to becoming more informed is a personal one, but the wealth of resources available—from books and podcasts to workshops and online courses—can facilitate the process.
Further, employees can make an impact by actively contributing to an inclusive workplace culture. This contribution can take many forms—from reaching out to new hires and making them feel welcome, to giving space for colleagues from underrepresented groups to voice their opinions and experiences. In the day-to-day grind, these small actions accumulate and help shape a more inclusive, equitable work environment.
There isn't a one-size-fits-all roadmap to acting on company values as each organization has its unique culture and challenges. And acting on company values isn't a one-time event – it's an ongoing process that requires commitment, action, and continual reassessment. While the journey may be challenging, the reward of a truly inclusive and equitable workplace is well worth the effort.
Ready to bridge the gap between your organization's stated DEI values and action? Our team can help you create a diverse, equitable, and inclusive environment that is more than just a statement of intent. To learn more about our bespoke offerings in DEIS and how we can support your journey, contact our team HERE.