The issues around Diversity, Equity, and Inclusion continue to create new conversations.  Forward looking organizations know first and foremost that there is significant value in investing in this area.  However, when things get messy, they cannot ignore the challenges and must take some risks in order to get it right. There are no guarantees that it will work the first time, but being honest about the learning curve and acknowledging success and failure is part of creating an authentic environment.   These were among the many takeaways from this morning’s “People First” Roundtable hosted by Gallagher and Benson Search.  This was the first of the live roundtables hosted in the post-Pandemic climate and clearly there was an energy in the room demonstrating the need to communicate face-to-face – especially on such key issues.

Hybrid Environment| Shedding a new light on DEI

DEI issues also now have to take into account a hybrid work environment and “post Covid integration” where work and life are inseparable, particularly to the newest generations of workers.  This group has raised the bar for expectations around company culture.   Interestingly, the return to the office has brought forward issues that didn’t surface before.  The presenter, Ruby Hamacher, pointed out that there were always nuances in the work environment that caused a degree of bias.  By way of example, she points to an anecdotal observation from client survey that found that “primary caregivers feeling a lower sense of inclusion.”  The transition back to the office is an opportunity to re-up our listening and observation skills!   To have these courageous conversations, it’s important to create a safe space – keeping in mind these four pillars:  LISTEN AND STAY ENGAGED; RESPECT DISCOMFORT; VOICE YOUR TRUTH; and EXPECT AND ACCEPT NON-CLOSURE.

Analysis| The life-raft in unchartered waters

What really stood out in the presentation was the range of options for companies to improve their DEI performance.   A robust but flexible communications plan is an important first step.   But informally, being sure to respond in a timely manner to feedback and questions. 

Implementing changes that include training, inclusive benefits, and a review of language to ensure its inclusivity.  Crafting and sharing the employee brand or EVP – another important aspect of the plan.

A critical key to success, however, is to couple the overall strategy with the use statistics to get the conversation on the right track.  It’s not always comfortable, but HR teams have to transcend talk to get down to numbers.  In Ruby’s words, “Using data to make fair & equitable decisions and to address DEI concerns helps take the uncertainty out of HR Analysis” and reveals the truth about what’s really happening mitigating perceptions that arise from casual observations.  Gallagher invests heavily in these people analytics and provides support with strategies to define, measure and embed DEI into organizational culture utilizing an ISO-certified framework to quantify the qualitative.  Ruby Hamecher  is happy to discuss this one a 1:1 basis with interested parties.

Reaction from the Room| Shared learning is critical.

Current world affairs naturally brought up how employees and employers are dealing with the conflicts in the Middle East.  In some cases, the leaders of HR were getting push back that their organizations were not doing enough or clearly communicating their positions.   It’s not uncommon that the CPO is leading the charge on the conversation, but often the CEO is lagging behind on how to handle the issues.  Public and consistent communication and vision is key.  Where best practices don’t exist – and that’s quite common – one has to conduct “courageous dialogue” similar to what was experienced during the George Floyd inspired protests.  

Another concern was how DEI impacts employee advancement. One of the participants suggested that training of managers to manage a diverse team is one of the keys to making sure that they strike a balance on creating and executing promotional opportunities.  Another layer of complexity arises in at in global organizations where DEI takes on completely different parameters.  Local customs and culture play a huge role in how a company decides to hold this conversation.

The exchange was vibrant and the need to partner on addressing common challenges was echoed throughout the Q & A around a profound theme – THE WORLD IS CHANGING AND WE HAVE TO CONSTANTLY ADAPT.  This includes in the language we use, the gestures we make, the biases we bring to the table.  All is up for review.   The presentation provided a series of useful tools and methodology that are available to those registered for the event.  

Roundtables hosted in this intimate format are truly a gift to those that can take time to attend.   But given busy schedules, the goal here is to sum up some highlights and honor the team that made it happen.    Many thanks to Gallagher and Benson Search for their investment in this event.