Learn how to decrese resistance and increase motivation for DEI initiatives.
Employees prioritize what their leaders prioritize. Research reveals executives vocally support DEI efforts externally but almost 80% of them privately say these efforts are overblown. It isn’t enough to make performative statements of commitment to DEI. Employees know the true priorities of leaders by their leadership shadow.
The dual approach of connecting DEI to the head (data) and the heart (personal connection) is effective in decreasing resistance and increasing motivation. An effective strategy is to identify the business case for DEI and focus on the common value of fairness. Presenting data revealing inequities appeals to a sense of fairness for some. Also enable everyone to see how they can personally benefit from inclusion and show them how exclusion impacts the people you know and respect.
Lack of prioritization and lack of personal connection for DEI contribute to resistance and decreased motivation. 5 common beliefs that lead to resistance:
Lasting change requires a shift of heart (how everyone personally benefits from inclusion) and mind (business relevance):
YouTube: Humanize Diversity and Inclusion
Catalyst: Employee Journeys and People Strategy
Pulsely: Inclusion Competencies Assessment
Rohini Anand: Leading Global Diversity, Equity, and Inclusion
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