[ad_1]
From changing terminology to debates about the effectiveness of Employee Resource Groups, diversity, equity, and inclusion (DEI) is a hot-button issue. Skift Meetings Forum featured a conversation between Dr. Brandi Baldwin, an organizational and leadership psychologist and CEO of Millennial Ventures, and social purpose consultant Bea Boccalandro, highlighting the need for more authentic, values-driven inclusion efforts — without tokenism or haste.
“I’m not beholden to the term DEI because quite frankly, it has turned into a dirty word depending on who hears it, triggering some people,” said Baldwin. “It is the values behind the DEI that are important, all going back to building a positive company.”
The terms used have also changed. For example, Destinations International (DI) has shifted away from its diversity, equity, and inclusion initiatives in favor of what it calls “social inclusion.”
Hired as DI’s first chief diversity officer in 2022, Sophia Hyder Hock is now DI’s chief inclusion officer. “The shift that we’ve made is very intentional,” said Hyder Hock. “It will help our destinations move forward with their DEI initiatives in a way that’s proactive and not in a way that weaponizes. Social inclusion for us is looking at the systemic barriers for underrepresented populations and then figuring out what we can do to create more inclusion.”
The change created some confusion at first, said Hyder Hock. “Were we watering down or diluting DEI? We took the time to have conversations, to listen to that feedback, to then respond to say absolutely no, we’re making sure that we can take an active approach to inclusion.”
Visit Florida made headlines in August when it removed its LGBTQ Travel page from its website. This move is hurting already strained relations with the LGBTQ community.
Countering the Trend to Limit DEI Efforts
In the wake of George Floyd’s death in 2020, many organizations rushed to create DEI departments or hire specialists. Baldwin cautioned against this hurried approach. “I said, ‘Don’t do it, don’t do anything.’ I’d rather you not do anything than move fast in the wrong direction.”
Boccalandro highlighted the infancy of the DEI field. When asked if companies need DEI departments, she argued that a company’s structure does not necessarily reflect its commitment to DEI. “I don’t know whether we need a department or not because if we are not putting diversity on our teams, if we’re not putting diversity on the stage at events, if we’re not putting diversity on the planning committees that plan events, then what we’re doing is we’re getting the same answer over and over again,” said Boccalandro.
Diversity efforts that make the most impact are authentic. “If you believe that treating people as equitably as possible is a real value, then we should be able to have conversations with those who think differently than us,” said Baldwin.
Diversity, for diversity’s sake, is not enough, said Boccalandro.
Some Employee Resource Groups Do More Harm Than Good
The session also tackled the potential divisiveness of Employee Resource Groups (ERGs).
“ERGs can inadvertently create a petri dish for reverse discrimination,” said Boccalandro. “If you have a really positive culture where people are allowed to make mistakes, where people are always open hearted and open minded about what other people bring to the table, where people take effort to have other people feel a sense of belonging, you probably don’t need them.”
Baldwin and Boccalandro argued that DEI doesn’t need to be complicated. Sometimes, it’s simply following the platinum rule: “Treat others how they would like to be treated. Let’s just start there,” said Baldwin.
Lastly, Baldwin emphasized the importance of inclusivity. “What are the blind spots?” she asks.To hear more from Boccalandro and Baldwin about DEI, check out this Skift Meetings Podcast, DEI at a Crossroads.
[ad_2]
Source link
