Embed DEI into Company DNA

by Sep 16, 2022

When we talk about diversity, equity, and inclusion, people want to start thinking about holding hands and skipping through the sunflowers. This is so important for leaders to get. They have to understand that maybe somebody’s life is at stake. It’s not usually that serious, but for the people who are experiencing microaggressions, bullying, and the loneliness of going to work every day and not having anyone to talk to, the mental health aspects of that alone are just astounding. Leaders have got to start getting this.

Unconscious Bias

We all have biases that stay with us. It’s innate and embedded in our brains. We have to interrupt it. We can identify it, we can see it, we can point to it, and then we can stop ourselves. So, when we’re about to make a decision, there is a point where we can literally say, 

“You’re about to make a decision. Before you make this decision do you have all of the facts?”

“Have you really done what was necessary to make sure that this was equitable?”

“Did you open it up to everybody?” 

“Have you looked at all of them in context?” 

Just make sure that before you do those things, you start to have those conversations with yourself, and you will make fewer biased decisions over time. 

There are concepts and things that you may not understand, and then there needs to be some education around what those things are. You have to immerse yourself in this. You have to start educating yourself and that includes having conversations with people who are different from you to start to open up your mind to being able to even receive the information because then you can start to identify where you might be falling short and then you can do something different to start talking to ourselves, at the very least, about our bias. Then have conversations with other people.

Create inclusivity in the workplace 

Everyone would like to come to work and do their job. The problem is, there are some people who want to but can’t even come to work because the organization won’t hire them. There are some who will come to work and don’t have the opportunity to be heard or promoted because of who they are. This is why it is a workplace issue. 

Where does it start? The big place is always in recruiting. Everybody thinks that they’ll just hire more and just get a bigger talent pool and that will fix the issue. It doesn’t. Because if you are bringing people into your talent pool, then you’re not hiring them right. People will come up with every excuse under the sun. 

Fix these issues

  • Look at the entry-level positions

We need to look at the barriers that exist that are stopping people from getting promoted. 

  • Taking down existing barriers 

They can’t work their way up to that board seat because there’s nobody who’s been able to work their way through the system. Concentrating on board seats will not solve the problem.

  • Conduct an assessment related to DEI

An organization needs to believe that an assessment will help. Don’t be afraid of an assessment. It is not something that you need to shy away from. It is something that is going to help you. It’s about identifying the places where things are working so you can duplicate them.

  • Show to your employees that you’re listening

You’re going to find out what’s wrong, and it’s going to be in writing. It will make a huge difference in understanding your culture.

  • Make sure that DEI is embedded into the DNA of the organization

A lot of times, DEI is an HR initiative. Every nook and cranny of the organization’s got to understand that or you’ve got to weave DEI in there. It definitely has to be embedded in there, and the way that gets there is from the leadership.

That is something that comes from the top down. As soon as the top leaders, CEOs, and their executive teams start to see why this is important, they will start to create and internalize a story around this. All of a sudden, everybody else gets in line, and all of a sudden, it’s a high priority.

The vision clears and there is clarity about how to do these things right. When employees see that there is authenticity, that they are living it, that they understand it, then all of a sudden it becomes a priority for the department heads, talent acquisition leads, for all the HR business partners, and all of the managers. We have to convince leaders that this is important and get their true buy-in in order for it to be successful.

What we can do is help others to see it. DEI helps you to change the people, and if the people won’t change, then we change the people. Make sure your workplace is a place where people feel good, included, valued and that they can be themselves.

Based on our episode, Embed DEI into Company DNA” with Stacey Gordon

When it comes to DEI, language matters…and it’s constantly evolving. Are you using the right terminology in your organization? Download our DEI Terminology Cheat Sheet and see how you stack up.

 

Catherine

About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP, is the founder/CEO of Civility Partners, an organizational development firm focused on helping organizations create respectful workplace cultures and specializing in turning around toxic cultures. Civility Partners’ clients range from Fortune 500’s to small businesses across many industries. Catherine is a TEDx speaker and an HR thought-leader who has appeared in such venues as USA Today, Bloomberg, CNN, NPR, and many other national news outlets as an expert. She’s an award-winning speaker, author and blogger, and has 50+ courses reaching global audiences on LinkedIn Learning. Catherine’s award-winning book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, was hailed by international leadership-guru, Ken Blanchard, as, “the most comprehensive and valuable handbook on the topic.” Her latest book is Navigating Toxic Work Environments For Dummies (Wiley).

 

3 Cultural Faux Pas You Might Not Realize You’re Making

Cultural missteps happen to everyone, even the most seasoned leaders and global brands.  Recently, American Eagle launched a campaign featuring actress Sydney Sweeney with the tagline “Sydney Sweeney Has Great Genes.” The pun on “jeans” was meant to be playful, but it...

HR, Are You Part of the Incivility Problem?

You already know what it feels like to be on the receiving end of workplace “drama.” Complaints about rudeness, tension between team members, and employees quietly disengaging are all part of the daily grind. You know it’s expensive. You know it’s draining for you to...

4 Strategies to Infiltrate Civility Into Your Global Organization

At its core, civility is the foundation of a thriving culture. It shapes how people communicate, lead, resolve tension, and show up, especially when challenges arise. Civility doesn’t look the same everywhere, however. What feels respectful in one culture might come...

Is It Okay To Bully AI?

According to a Pew Research Center study, 79% of Americans interact with artificial intelligence (AI) almost constantly or several times a day. Gartner predicts that by 2026, 80% of enterprises will be using generative AI in some form. That means we’re not just...

What Exactly is Civility vs. Incivility?

August is National Civility Month! Civility has recently climbed to the top of search trends, and with SHRM’s #CivilityAtWork initiative, the conversation is gaining real traction. But here’s the question: do you truly understand what civility means in the workplace?...

Is your workforce survey measuring the right things?

Many HR leaders rely on employee surveys to gauge the health of the workplace culture, but not all surveys are created equal. Whether you're using an engagement survey, a Great Place to Work® survey, or another tool, the question is: Are you gathering the right data?...

Conscious Unbossing: Why Gen Z Is Saying “No Thanks” to Leadership Roles

According to DDI’s Global Leadership Forecast 2025, 80% of HR professionals lack confidence in their leadership pipelines. CEOs are just as concerned, ranking “developing the next generation of leaders” among their top four worries. Gen Z is shaking things up. They’re...

The Workplace Culture Model Every Leader Needs to Know

We all want a workplace where people feel seen, heard, and valued. But building that kind of culture takes more than good intentions and inspirational posters. It demands a clear-eyed look at how people behave, how leaders lead, and how the organization itself either...

From Desperation to Determination: Reflecting on 16 Years of Growth

I just got an email from a spammer offering SEO help for my very old website — www.NoWorkplaceBullies.com. I hadn’t thought about that site in ages, so I typed in the link... and there it was. The original website I built the day I started my business — though it...

Sick of HR getting the blame for bullying? (For Dummies Excerpt)

As I was writing my upcoming book, Navigating a Toxic Workplace For Dummies (Wiley), I was reminded about all the research on workplace bullying that indicates HR gets the blame for bullying, HR is not helpful, and, in fact, according to the research, most often makes...