{"id":5890,"date":"2022-03-30T10:49:32","date_gmt":"2022-03-30T14:49:32","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=5890"},"modified":"2023-12-11T16:58:04","modified_gmt":"2023-12-11T21:58:04","slug":"how-to-talk-about-your-organizations-imperfect-dei-record","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/how-to-talk-about-your-organizations-imperfect-dei-record\/","title":{"rendered":"How to Talk About Your Organization\u2019s Imperfect DEI Record"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"In today\\'s crowded marketplace, authenticity sells. Being honest and communicating candidly with employees, customers, and other stakeholders will help you achieve your performance goals and set you apart from the competition. Whether you\u2019re leading a Fortune 500 company, a nonprofit organization, or a first-year start-up, the demands you face to get results \u2013 and be honest about your business \u2013 are real. Especially in leadership and in the wake of the COVID pandemic, transparency is crucial, even when it\u2019s uncomfortable.\u00a0 Talking about your organization\u2019s imperfect record with regard to diversity, equity, and inclusion (DEI) can be difficult, but these conversations are important. Stakeholders need to see not only results but also your intent and your ability to both identify challenges and devise solutions to reach your goals.\u00a0 As you face these difficult conversations, whether they happen with employees or your directors, it\u2019s important to remember that DEI is no different than other pillars of your business, like sales, marketing, finance, or operations. We set goals in all these areas that we sometimes achieve and sometimes miss. DEI isn\u2019t a quick fix. It\u2019s a daily practice that should be woven into every department, process, strategy, and level of your organization. Keep in mind that DEI is something you build. No organization has ever arrived at its full potential for impact and growth, and they never will, as DEI evolves over time. Below are a couple of ways to communicate these ideas with your organization. Be transparent about your goals and gaps. Openly communicate your organization\u2019s past successes, mistakes, and failures while reiterating your commitment to progress. In all communications about DEI, focus on the present actions you are taking and the goals you\u2019ve set to gauge success. Following this advice keeps you future-focused, so you are acknowledging the past but not dwelling on it.\u00a0 Model a growth mindset by admitting what you don\u2019t know. Communicate honestly with your stakeholders \u2013 but with a continued emphasis on your intention for future improvements. You\u2019ll find that this level of openness and vulnerability will galvanize collaboration, rather than criticism. It takes everyone, including your board, clients, employees, and shareholders, to hold the organization accountable for progress over time. Following these two points of advice in your DEI-related communications will help your stakeholders realize the authenticity of your commitment and help you earn the trust that is necessary to achieve your DEI goals over a reasonable period of time (think 3-5 years, not 3-5 months). One final note: remember this advice isn\u2019t a license to take your foot off the gas and go easy on DEI goals. It\u2019s about being ambitious, setting high expectations, celebrating your victories, and if there are setbacks, reassuring everyone involved that you remain steadfast and committed.\u00a0 Also remember that while leadership in DEI should start at the very top of the organization, at the C-suite and board levels, your ultimate success depends on keeping everyone engaged and continuing forward together. No CEO or executive director can will an organization to succeed in any area of the business on their own, and DEI is certainly no different. The better you communicate along every step of the journey, the more you\u2019ll find your stakeholders are dedicated to your success in DEI too. With an academic background in literature and linguistics, Roxanne Bellamy, CDE, loves exploring the intersection between the words we choose and the way we see the world.\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><br \/>\n<span style=\"font-weight: 400;\">In today&#8217;s crowded marketplace, authenticity sells. Being honest and communicating candidly with employees, customers, and other stakeholders will help you achieve your performance goals and set you apart from the competition. <\/span><span style=\"font-weight: 400;\">Whether you\u2019re leading a Fortune 500 company, a nonprofit organization, or a first-year start-up, the demands you face to get results \u2013 and be honest about your business \u2013 are real. Especially in leadership and in the wake of the COVID pandemic, transparency is crucial, even when it\u2019s uncomfortable.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Talking about your organization\u2019s imperfect record with regard to diversity, equity, and inclusion (DEI) can be difficult, but these conversations are important. Stakeholders need to see not only results but also your intent and your ability to both identify challenges and devise solutions to reach your goals.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As you face these difficult conversations, whether they happen with employees or your directors, it\u2019s important to remember that DEI is no different than other pillars of your business, like sales, marketing, finance, or operations. We set goals in all these areas that we sometimes achieve and sometimes miss. DEI isn\u2019t a quick fix. It\u2019s a daily practice that should be woven into every department, process, strategy, and level of your organization.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8878 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png\" alt=\"TDM Library: your one-stop-shop for update, expert DEI Resources. Explore the platform with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<p><span style=\"font-weight: 400;\">Keep in mind that DEI is something you build. No organization has ever arrived at its full potential for impact and growth, and they never will, as DEI evolves over time. Below are a couple of ways to communicate these ideas with your organization.<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Be transparent about your goals and gaps.<\/b><span style=\"font-weight: 400;\"> Openly communicate your organization\u2019s past successes, mistakes, and failures while reiterating your commitment to progress. In all communications about DEI, focus on the present actions you are taking and the goals you\u2019ve set to gauge success. Following this advice keeps you future-focused, so you are acknowledging the past but not dwelling on it.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Model a growth mindset by admitting what you don\u2019t know.<\/b><span style=\"font-weight: 400;\"> Communicate honestly with your stakeholders \u2013 but with a continued emphasis on your intention for future improvements. You\u2019ll find that this level of openness and vulnerability will galvanize collaboration, rather than criticism. It takes everyone, including your board, clients, employees, and shareholders, to hold the organization accountable for progress over time.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Following these two points of advice in your DEI-related communications will help your stakeholders realize the authenticity of your commitment and help you earn the trust that is necessary to achieve your DEI goals over a reasonable period of time (think 3-5 years, not 3-5 months).<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One final note: remember this advice isn\u2019t a license to take your foot off the gas and go easy on DEI goals. It\u2019s about being ambitious, setting high expectations, celebrating your victories, and if there are setbacks, reassuring everyone involved that you remain steadfast and committed.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Also remember that while leadership in DEI should start at the very top of the organization, at the C-suite and board levels, your ultimate success depends on keeping <\/span><i><span style=\"font-weight: 400;\">everyone<\/span><\/i><span style=\"font-weight: 400;\"> engaged and continuing forward <\/span><i><span style=\"font-weight: 400;\">together<\/span><\/i><span style=\"font-weight: 400;\">. No CEO or executive director can will an organization to succeed in any area of the business on their own, and DEI is certainly no different. The better you communicate along every step of the journey, the more you\u2019ll find your stakeholders are dedicated to your success in DEI too.<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8045 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n<p><em><b><span style=\"font-weight: 400;\">With an academic background in literature and linguistics, <\/span>Roxanne Bellamy<\/b><span style=\"font-weight: 400;\">, CDE, loves exploring the intersection between the words we choose and the way we see the world.<\/span><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In today&#8217;s crowded marketplace, authenticity sells. Being honest and communicating candidly with employees, customers, and other stakeholders will help you achieve your performance goals and set you apart from the15<\/p>\n","protected":false},"author":2,"featured_media":5891,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[65,60,62,5],"tags":[],"tdm_type":[92],"class_list":["post-5890","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversity-equity-and-inclusion-fundamentals","category-employee-experience-organizational-culture","category-inclusive-leadership","category-blogs","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Talk About Your Organization\u2019s Imperfect DEI Record - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"Talking 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