What’s the game plan IC pros? Your organization has been working through the challenges COVID-19 has placed in front of you, and now you have the opportunity to lead your organization through real diversity and inclusion efforts that will denounce systemic racism for good.
It’s time to roll up our sleeves and get the real work done. However, it’s important to understand that while the challenges of COVID-19 were tackled with the support of a group of leaders in the organization, diversity and inclusion must be led by employees. Statements and even actions can feel hollow if they don’t represent the change that employees need to see within your organization. So, how do you bring employee voices to the board room (or the board Zoom)?
1. Communicate to employees first. Show them their feelings/reactions matter and are your priority. When companies choose to make their statements around the Black Lives Matter movement and systemic racism in the media first, they are basically saying to their employees, “We care more about the public perception of our company than we do about aligning with the voices and values of our employees.” This is not a way to generate trust, which is essential in encouraging employees to bring their authentic voices to the workplace and this critical conversation.
2. Create an Employee Resource Group (ERG) for diversity and inclusion or re-focus an existing one. Many organizations have created ERGs where diversity is celebrated within the organization. This is the time to shift that focus and identify opportunities both within the workplace and the community where your organization can contribute to ending systemic racism and inequality. It’s important to ensure this group is made up of employees who represent all races, cultures, sexual orientations, ages, jobs, and at least one executive sponsor. Don’t forget your frontline workers or deskless employees, And if you don’t have an executive who specializes in diversity and inclusion, find an outside resource who can coach and support this effort. One of the most important things we can do within our organizations right now is to acknowledge our shortcomings and quickly work to correct them.
3. Be transparent and bring the data. Many employees may not realize just how non-diverse their organization is and why that matters. Communicators can work with HR to gather data that goes deeper than just who makes up the workforce. You should also look at your suppliers, business partners, and board members and ensure they are accounted for in your diversity and inclusion plan. And don’t forget to ask for employee feedback on their perception of diversity and inclusion in the business today. This data is critical in understanding what your employees value most and what they prioritize as changes that need to be made. Again, if you want to build trust, acknowledging opportunities to be better, and bringing the examples and data to your communication is key.
Internal and employee communicators have a responsibility to bring the voices of all employees to the executive team and hold executives accountable to acknowledging them. As diversity advocate Vernã Myers said, “Diversity is being invited to the party. Inclusion is being asked to dance.”
When you bring your ERG together, ensure there is a clear, actionable plan for change. For inequality in the workplace to truly be abolished, the plans have to be embedded in the company culture and live on beyond this moment in history. It’s also critical that you evaluate the ways all employees are accessing your communication and that you ensure communication reaches all employees directly and that they easily find ways to share feedback and communicate back to leadership. Far too often, conversations about diversity and inclusion stay within the corporate office. It’s essential that you include your remote employees as well as frontline and deskless workers in this movement.
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