DE&I champions know that the issues that matter most are not only those at the forefront of social consciousness. Likewise, the loudest voice in the moment or the most prevalent topic in the media often gets heard or focused on most. These issues are all-encompassing, and inclusive leaders get that. For instance, being Black can also intersect with having a disability or identifying as LGBTQ. Inclusive leaders advocate for all marginalized populations and understand the intersectionality of these issues. DE&I issues go beyond race, including sexual orientation, gender, disabilities and more. Leaders who authentically embrace DE&I understand that there are many marginalized populations in our society and the workplace. No marginalized population is more important than another. When appropriately used, organizations can develop resources and tools built upon those values to help staff further their understanding and self-awareness and guide hiring decisions and employee expectations. To advance a culture of DE&I, establish organizational values that tie to your mission and performance objectives. But is that energy present the rest of the year? When there’s a culture of DE&I, leaders don’t have to worry about those moments being fleeting. For example, if you hold a board retreat that focuses on DE&I, everyone may leave feeling passionate and committed to action. DE&I champions know this and never lose sight of embedding these values in the fabric of their organization’s culture. Studies have shown that establishing a culture of diversity, equity and inclusion must start from the top down. While organizations must create greater accountability for and focus on this work, a single department or position is not a substitute for building and cultivating an authentic culture of diversity, equity and inclusion. In recent years, organizations have started hiring chief diversity officers and building DE&I departments. Diversity, equity and inclusion are everyone’s responsibility. How do you know if you and your organization truly embody inclusive leadership? Here are eight things that leaders who authentically embrace diversity, equity and inclusion believe. But “diversity, equity and inclusion” (DE&I) is not a corporate buzz phrase or leadership trend it represents the non-negotiable pillars on which strong cultures must be built. Everywhere you turn, organizations are posting diversity statements on their websites and hiring leaders to oversee diversity, equity and inclusion efforts.
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