How to prioritise DEI Initiatives in economic uncertaintyðŸ’
Things are about to change
Inflation. Recession. Cost of living crisis. With all the economic uncertainty looming, many of us are bracing ourselves for a challenging stretch of months at work.
As budgets shrink and costs are cut, we are entering into times when we are asked by our bosses to do more with less.
For those of us working on improving diversity and inclusion at work, it can often feel like our efforts are the first to be de-prioritised in favour of other workstreams that feel more ‘mission critical’ to leaders in the C-suite and board.
Leaders who overwhelmingly represent dominant groups and who, as a consequence of their privileges and lived experiences, are often coerced into prioritizing belonging-related work by their marginalized peers and employees.
We are being challenged to cut costs, I have no choice!
"Inclusion efforts should not be siloed. They should be baked into existing best practices for everything from running meetings and performance reviews, to hiring new staff." - Hustle Crew Founder & CEO Abadesi Osunsade
Here is how to keep diversity and inclusion efforts at the top of the agenda when you are challenged to cut costs.
Firstly, root your efforts in team culture and productivity - Research from McKinsey’s annual Women in the Workplace report illustrates that companies with the most productive women, from all backgrounds, invest resources in ensuring women feel seen, heard and valued like their male peers. If you’re the solo D&I advocate in your company, stay engaged and connected with stakeholders like department heads and hiring managers, re-sharing resources and offering to help.
Secondly, keep carving out time for learning and development - Whether your company hosts lunch and learn sessions, or invites expert speakers in for Zoom webinars, ensure that you are continuing to deliver inclusion education to the team so they feel like they have a chance to keep growing skills. These events are also an essential reminder to your global community that the success of your inclusion strategy is dependent on everyone doing the work, not just the minority of folks most personally impacted by the reality of systemic oppression.
Thirdly, lean on the data you have available to demonstrate the impact and importance of your belonging-related work - Amplify the stats on improvements. Repeat the success stories and the narratives that reinforce the value of your role and this work.
The positive stories you share will be a welcome distraction from the negative news that seems to dominate our headspaces these days. By throwing the spotlight on what is working and changing for the better, you’ll remind teammates how much their words and actions matter, and keep them inspired to not give up even if it feels harder.
If you feel your company needs support on their DEI initiatives during these uncertain times, get in touch here.
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