April is Celebrate Diversity Month, a celebration that began in 2004 to recognize and honor the diversity of Americans. By celebrating differences and similarities, organizers hope that people will gain a deeper understanding of each other.Yet what can we do if not everyone is on board?
We understand that opinions on Diversity, Equity, and Inclusion (DEI) are as varied as the individuals that possess them. A likely reason for this is that we all have unique experiences and perceptions of those experiences. Because of this, we must be very careful. This means that within an organization, some people will find DEI initiatives to be critically important where others may not understand their significance.
How can we bridge this gap without creating more tension?The answer is simple, yet hard to implement. We must give everyone a voice and we must all listen, without judging. The goal is not consensus, but understanding. It is only when people are able to truly see each other that progress can be made.
Keep in mind, that not everyone will jump on the DEI bandwagon at the beginning. That is ok. Push ahead and they may catch up later. If not, that is ok, too.
The many benefits of a diverse, inclusive, and equitable workforce have already been demonstrated. They include: higher employee engagement, greater customer satisfaction, and increased profitability. If you are implementing new DE&I initiatives in your organization, you might want to consider asking an objective third-party to facilitate the early sessions for a smoother transition.
By Samantha Brinkley, MA, SHRM-SCP
