DEI Deconstructed

1. DEI work must focus on outcomes, not just intentions

Diversity, equity, and inclusion work in organizations is about achieving diversity, equity, and inclusion as tangible outcomes at a scale beyond the individual.

Intentions aren't enough. Many DEI initiatives fail because they focus on feel-good narratives or simplistic interventions without measurable impact. To create real change, organizations must:

• Define clear, measurable outcomes for DEI efforts
• Regularly assess progress using quantitative and qualitative data
• Hold leaders and programs accountable for results, not just activities

Effective DEI work requires moving beyond unconscious bias training or diversity statements to systemic changes in policies, practices, and culture. This means addressing root causes of inequity, not just symptoms, and being willing to make difficult decisions that challenge the status quo.

2. Historical context reveals persistent challenges in achieving DEI

Affirmative action made enormous progress in desegregating and integrating American schools and workplaces expressly by mandating certain outcomes through quotas. The allergic backlash to mandating outcomes meant that practically every intervention that came afterward failed.

History repeats itself. The DEI field has a long history of well-intentioned efforts that failed to create lasting change:

• 1960s-70s: Early racial sensitivity training often backfired due to confrontational approaches
• 1980s-90s: "Managing diversity" paradigm focused on business case, not equity
• 2000s-present: Unconscious bias training and other interventions show limited impact

Understanding this history is crucial for avoiding past mistakes. Effective DEI work must balance accountability with avoiding backlash, focusing on systemic change rather than individual blame or quick fixes.

3. Trust is the currency of change in DEI efforts

Trust is the fuel that every change-making initiative runs on, and it doesn't come easily.

Build trust strategically. The level of trust in an organization determines which DEI strategies will be effective:

• High-trust environments: Can implement top-down changes more easily
• Medium-trust environments: Require balancing formal power with grassroots efforts
• Low-trust environments: Must focus on rebuilding trust before major initiatives

Organizations should assess their trust levels and tailor approaches accordingly. This might involve:

• Transparent communication about DEI goals and progress
• Creating accountability mechanisms like DEI councils
• Empowering employees to lead change efforts
• Demonstrating commitment through leader actions, not just words

4. Power dynamics shape DEI implementation at all levels

Power is not only held by people but embedded in systems.

Understand and leverage power. Effective DEI work requires recognizing different types of power:

• Formal power: Authority from job titles or positions
• Informal power: Influence from relationships, expertise, or charisma

Everyone in an organization has some form of power to create change:

• Individual contributors: Often have informational power and can be effective advocates
• Managers: Can protect and empower team members working on DEI
• Senior leaders: Set overall direction and allocate resources
• DEI professionals: Bridge formal authority and grassroots legitimacy

Change-makers must strategically use their power while building coalitions across different levels of the organization.

5. Identity and difference require nuanced, pragmatic approaches

Identity is a language that leaders can build fluency in.

Move beyond simplistic views. Effective DEI work requires a sophisticated understanding of identity:

• Avoid both identity denial ("I don't see color") and identity dogmatism
• Recognize all identities as valuable sources of insight, including privileged ones
• Use intersectionality to understand how multiple identities interact
• Focus on reducing harm and creating equitable outcomes, not labeling individuals as "good" or "bad"

Practical approaches include:

• Building organization-wide competency in discussing identity respectfully
• Using identity insights to inform policies and practices, not as a substitute for them
• Regularly assessing how different identity groups experience the workplace

6. Effective DEI requires diverse coalitions and movement roles

Creating change requires movements of people playing different roles to succeed.

Build inclusive coalitions. Sustainable DEI change requires activating multiple roles:

• Advocates: Raise awareness and push for change
• Educators: Increase understanding and skills
• Organizers: Build coalitions and mobilize action
• Strategists: Develop effective plans and tactics
• Backers: Provide resources and legitimacy
• Builders: Create new policies and practices
• Reformers: Improve existing systems

Organizations should identify which roles are filled and which are missing in their DEI efforts. Effective movements bring together diverse stakeholders, even if they don't agree on every detail, united behind core goals.

7. Organizations need tailored DEI strategies based on trust levels

Achieving DEI in low-trust environments requires rebuilding enough trust to become medium-trust environments first.

Adapt to your context. DEI strategies must be tailored to organizational trust levels:

High-trust environments:

• Can use more linear, top-down approaches
• Focus on assessment, experimentation, and iteration

Medium-trust environments:

• Balance formal power with grassroots efforts
• Use "small wins" to build momentum and trust

Low-trust environments:

• Prioritize rebuilding basic trust
• Let change come from the bottom-up initially
• Look for windows of opportunity to demonstrate commitment

8. DEI must be integrated across all organizational functions

DEI work is a long-term operational imperative requiring stamina and resilience, and with the right understanding and experience, it can all be achievable—it's possible to succeed.

Make DEI everyone's job. Effective DEI isn't a separate initiative, but integrated throughout the organization:

• Recruitment and hiring: Address bias, broaden candidate pools
• Advancement and growth: Ensure equitable opportunities and support
• Feedback and conflict resolution: Create psychologically safe environments
• Employee well-being: Meet diverse needs of all employees
• Environmental impact: Consider disparate effects on marginalized communities
• Social impact: Engage authentically with external stakeholders

This integration requires ongoing effort, resources, and leadership commitment. It's not a one-time project, but a fundamental shift in how the organization operates.

9. Accountability and transparency are crucial for DEI success

If we don't know if the work we do definitively creates the outcomes we want it to, our work isn't up to par.

Demand results, not just effort. To avoid performative DEI, organizations must:

• Set clear, measurable goals for DEI outcomes
• Regularly collect and analyze data on progress
• Share results transparently with stakeholders
• Hold leaders accountable for DEI performance
• Invest in evidence-based practices and rigorous evaluation

This accountability extends to the DEI industry itself. Practitioners should be expected to demonstrate effectiveness, not just good intentions. Organizations should demand proof of impact when engaging DEI consultants or implementing new programs.

Last updated: July 31, 2024