In this episode of Catalyst Breaks it Down, host Leora Tanenbaum, Senior Director, Editorial, joins Catalyst expert Ellie Smith, PhD, Director, Research, Catalyst Europe, to explore a critical yet often-overlooked area of employee wellness: menopause support in the workplace. 

Ellie shares insights from Catalyst’s latest research, revealing the top menopause-related benefits employees are seeking, from flexible working arrangements to medical coverage, and highlights the power of awareness and education sessions to open up conversations about women’s health. The findings show a valuable opportunity for companies to boost inclusivity and employee wellbeing by offering comprehensive menopause support. 

HR and business leaders can delve into Catalyst’s in-depth report, “HR guide to global workplace menopause support,” for actionable steps and data-driven strategies. Plus, Catalyst Supporters can see how Standard Chartered is leading by example with an effective menopause support program. 

Catalyst Breaks it Down is a video YouTube series where Catalyst experts dissect timely topics in gender equity and DEI, offering research-backed insights for today’s leaders. 

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The post Catalyst Breaks it Down: How to build effective menopause workplace programs (Video) appeared first on Catalyst.

In this episode of Catalyst Breaks it Down, host Leora Tanenbaum, Senior Director, Editorial and Catalyst expert Kathrina Robotham, Director, Research explore Catalyst’s latest research on an often-overlooked aspect of employee wellness: menopause support in the workplace. 

Kathrina reveals the critical challenges menopausal employees encounter daily, from stigma to lack of accommodations, and explains why menopause support programs are not just a nice-to-have but a strategic advantage for companies. As companies compete fiercely to attract and retain talent, offering menopause-related benefits can provide a meaningful edge, showing employees that their well-being is truly valued. 

HR and business leaders can dive deeper into Catalyst’s comprehensive report, “Menopause support helps attract and retain top talent,” which unpacks the data and offers actionable steps for organizations. And for those wanting a real-world example, Catalyst Supporters can see how Standard Chartered has successfully integrated menopause support into their workplace. 

Catalyst Breaks it Down is a video YouTube series where Catalyst experts dissect timely topics in gender equity and DEI, making research insights actionable for today’s leaders.  

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The post Catalyst Breaks it Down: Why supporting menopause in the workplace is essential (Video) appeared first on Catalyst.

In this episode of Breaking it Down with Catalyst, a video YouTube series, host Rissa Pappas, Director, Production Editor and Catalyst experts, Emily Shaffer, Senior Director, Research and Sherazad Adib, Senior Director, Corporate Engagement delve into the art of crafting effective DEI communication strategies.

These Catalyst experts share the essential steps that DEI and HR practitioners, as well as senior leaders, should take to communicate the benefits of DEI initiatives to employees. From aligning with your organization’s brand promise to examining the underlying rationale for DEI efforts, we provide practical tips to ensure your messaging resonates authentically.

Uncover strategies for addressing the big question: who truly benefits from DEI initiatives?

Business leaders and DEI practitioners can learn how to articulate the collective benefits of fostering a more equitable and inclusive workplace culture to engage all employees, regardless of gender, background, or role. Read more in “How to Talk About Diversity to Employees to Achieve Your Company’s Objectives.”

Breaking it Down with Catalyst is a video YouTube series where Catalyst researchers and experts break down Catalyst gender equity; and diversity, equity and inclusion research.

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Transcript

00:00:09,333
Hello, I’m Rissa Pappas. I’m a Production Editor at Catalyst and I’m joined by my fellow Catalystas, Emily and Sherazad.

Please say hello.

00:00:19,625
Hi, Rissa.
I’m Emily Shaffer. I am a Senior Director in the Research Department at Catalyst, and I am based out of Phoenix, Arizona.

00:00:28,458
Hi, my name is Sherazad Adib. I’m a Senior Director at Catalyst and based in Montreal, Canada.

00:00:34,541
Thanks so much for joining me. We’re here to talk about how DEI and HR practitioners and even senior leaders can better communicate the benefits of DEI to their employees.

00:00:44,666
So, Emily, when they’re building their talking points, what’s the first step they should take?

00:00:50,166
First, I would say to align with your brand promise.

So, go back to those basics and really take a look at your organization’s mission statement, and your formal and informal values at your organization.

So then you can really make it clear how your DEI efforts align with those values. And alignment here is absolutely key because you don’t want to seem as though your efforts are performative or not genuine. So, where you’re saying one thing and maybe doing another.

Companies should be reflecting that they are using internally about the benefits of DEI and how it’s going to be received internally and if their leaders have enough information and support to communicate some of the key messages so that they can discuss internally with their teams.

00:01:39,833
Yeah.
And I think for the last thing, it’s really important to know your audience.

So, I think right now, especially given the current climate, people are really having to make the business case for DEI because they have to show that it provides value to the organization.

00:01:54,250
And, you know, of course, we all know that it does. But they have to make this argument to ensure that the programs continue. So, it’s also possible, though, that while you might have to make this case, you can bring it back to your organization’s values and make it clear that when it comes down to it, these actions are the right thing to do.

00:02:14,500
Thanks for building on each other’s ideas. So Sherazad, as someone who works closely with companies committed to DEI, what are the biggest challenges that companies face when they’re trying to craft their DEI messaging?

One thing that I hear a lot, in the current context, is that some men feel excluded from the DEI initiatives.
And some companies are starting to hear some complaints. And this could even come from their customers. And this comes back really to the big question of, “Who really benefits from DEI?”

And that’s where I think companies can really do a job of explaining how we all benefit from having a more equitable and inclusive working culture.

00:03:09,291
I couldn’t agree more. And thankfully, we have the research that proves those points.

00:03:14,208
Thank you for talking with me today. And if you want to learn more, you can read our reports and learn about our programs at catalyst.org.

The post Catalyst Breaks it Down: Crafting Internal DEI Messaging (Video) appeared first on Catalyst.

Dive into the latest episode of Breaking it Down with Catalyst, a video YouTube series where Catalyst researchers and experts break down Catalyst gender equity; and diversity, equity and inclusion research.

Join host Rissa Pappas, Director, Production Editor and Catalyst experts, Emily Shaffer, Senior Director, Research and Sherazad Adib, Senior Director, Corporate Engagement as they dissect the age-old debate between the “business case” and the “fairness case” for diversity initiatives.

Emily explores the nuances of these two common rationales used by companies to justify their commitment to diversity, equity, and inclusion (DEI). From linking diversity to bottom-line results to championing diversity as a moral imperative, they break down the key components of each case.

Discover fascinating insights from Catalyst’s global research, “How to Talk About Diversity to Employees to Achieve Your Company’s Objectives,” including employee preferences for DEI messaging and the impact of each explanation on the employee experience. 

Gain valuable perspectives from Sherazad who shares real-world examples of how organizations are navigating the delicate balance between the business case and the fairness case.

Wondering if companies should pivot to one messaging strategy over the other? Find out why it’s not necessarily an either/or decision and how organizations can strike the right balance to drive meaningful change.

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Transcript

00:00:08,958
Hello, I’m Rissa Pappas. I’m a Production Editor at Catalyst.
And I’m here with my fellow Catalystas, Emily and Sherazad.

Please tell us who you are and what you do at Catalyst.

00:00:20,041
Thanks, Rissa.
I’m Emily Shaffer. I’m a Senior Director in the Research and Development Department at Catalyst.
And I’m based out of Phoenix, Arizona.

00:00:26,958
Hi, my name is Sherazad Adib.
I’m a Senior Director at Catalyst, based in Montreal, Canada.

00:00:33,000
Thank you so much.
We’re here today to talk about the two common reasons companies give for supporting DEI initiatives internally and externally.

And they are known as the business case and the fairness case.

So, Emily, can you break those down for us?

00:00:49,333
Yeah, absolutely. We’re all probably familiar with the business case in some form.
It has to do with justifying your diversity efforts by linking diversity to an increase in your bottom line, which is probably what most of us think of, right, when we think of the business case.

But it’s not just that.
It also has to do with how it impacts, innovation perhaps, or your organization’s brand.

The fairness case, on the other hand, makes a case for investing in diversity because it’s simply the fair or the right thing to do.

So, it’s something that’s important to the organization and it’s consistent with their values.

00:01:23,833
Cool.
Thanks for explaining.
So, which of these explanations do employees tend to prefer?

00:01:29,541
Yeah, so it turns out that when we asked employees in 11 different countries around the globe whether they preferred their organization to use a business case or the fairness case when they’re talking about diversity, about half of respondents said that they really don’t have a preference for one or the other.

They wanted their organization to use the business case just as much as the fairness case.
But for the other half of folks who did show a preference, most of them said that they preferred the fairness case.

00:01:56,333
So, beyond employees’ personal preferences, does our research point to other benefits of one explanation over another?

00:02:03,750
Sherazad,can you speak to how you see this with Catalyst supporter companies?

00:02:08,375
Yeah, absolutely. I think one benefit that is really key here, is really important is the link between the fairness case and employee engagement and the intention to stay or even to choose the place that you want to work in.

And this is really a big trend that we’ve seen now for many years. And I think it’s going to be even more amplified with the arrival of the Gen Z in the work market.

00:02:38,541
Do either of these point to any negative consequences for the employee experience, Emily?

00:02:43,458
We actually did see that there can be some negative impacts of the business case.

So employees were more likely to say that they intend to leave their organization in the next year when their organization uses a business case for diversity.

And for members of marginalized groups, the use of the business case was associated with increased experiences of being on guard to detect bias in their workplace.

00:03:07,750
Sherazad, is that something that you’ve seen in your work with supporter organizations?

00:03:12,125
Yes, absolutely. I think that it’s sometimes the underlying message or the unintentional message behind the business case is that, you know, because you’re a woman or because you are
a person of color, you need to maybe outperform, and, you know, and you can’t possibly make mistakes.

And I myself, you know, have had this feeling of you know, not being allowed to make mistakes sometimes.
So, and we’ve seen that in the case of women CEOs, who were faced with more expectations sometimes.

So the fairness case sends, I feel, a much more inclusive message, and it’s all about valuing people.

00:04:03,958
So in the real world, which messaging are companies currently using?

00:04:09,416
We saw that over three-quarters of our respondents said that their organization uses both of these cases when they talk about their diversity efforts.

It’s far less likely that organizations are only using a business case or only using a fairness case.

So since we know that more employees seem to, of the ones who do have a preference one way or the other, that they do tend to prefer a fairness case or view it more positively.

00:04:34,333
Should we be telling companies that they should be pivoting to all fairness case all the time?

00:04:40,250
Yeah, it’s a great question. We show that when organizations emphasize the fairness case more than the business case in their DEI messaging, employees are more likely to experience inclusion,
say that their organization is fair and intend to stay with their organization.

To be clear, you know, the point of this research isn’t to vilify the business case.

The reality of the situation is that it doesn’t necessarily have to be an “either/or” decision for organizations.

It can be a “both/and”.
And it’s really possible to find the right balance here. So, I think that it’s really important, at a time when the business case needs to be made, to ensure that DEI programs continue,
that organizations can work to find that balance.

00:05:24,875
Now, from what I’ve seen in our supporter communities, that the business case can be more successful when there’s, it’s linked to, let’s say, or new services for the customer base,
for instance, so, to fit the needs of all customers.

When you try to connect DEI with your core business or your organization’s mission and DNA, I feel like it could be really successful.

You know, supplier diversity could be another example of, I think, how you can, you know, connect DEI to the business case.

00:06:09,875
Thank you for sharing your insights with me today, both of you.

You can learn more and read our report at catalyst.org.

The post Catalyst Breaks it Down: The Business Case vs. The Fairness Case (Video) appeared first on Catalyst.

Welcome to the inaugural episode of Breaking it Down with Catalyst, a video YouTube series where Catalyst researchers and experts explain the latest in diversity, equity, and inclusion research. 

In this inaugural episode, host Rissa Pappas, Director, Production Editor talks with Catalyst experts Emily Shaffer, PhD, Senior Director, Research and Sherazad Adib, Senior Director, Corporate Engagement about why finding the right balance in diversity messaging matters.

Together, they unpack insights from Catalyst’s newest report, “How to Talk About Diversity to Employees to Achieve Your Company’s Objectives.”

Whether you’re a DEI advocate or a corporate leader, you will want to tune into this episode for valuable insights on navigating the complexities of diversity messaging. Discover why Catalyst chose to focus on this topic now and why it’s crucial for companies to pay attention. Learn how crafting thoughtful DEI messaging can lead to increased inclusion, fairness, and retention.

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Transcript

00:00:09,208

Hello, I’m Rissa Pappas. I’m a Production Editor at Catalyst, based out of Philadelphia. And I’m here with my fellow Catalystas, Emily and Sherazad.

Welcome. Please introduce yourselves.

00:00:20,208

Hi, I’m Emily Shaffer. I’m a Senior Director in the Research and Development Department at Catalyst, and I’m based out of Phoenix, Arizona.

00:00:27,541

Hi, my name is Sherazad Adib. I’m a Senior Director at Catalyst, based in Montreal, Canada.

00:00:34,541

Thank you so much for joining me. So Catalyst recently released a new original report called “How to Talk About Diversity with Employees to Achieve Your Company’s Objectives.” And we’re here to break down why this research is so important. So since you were an author of this report, Emily, can you tell us how you would describe this report in one sentence?

00:00:56,291

Yeah. Sure, Rissa. So, for this global report, we looked at two common messages that organizations send to their employees about why they invest in diversity efforts. And those are the business case and the fairness case. And then we discuss the impact that they have on employees.

00:01:13,000

So, which one is the best one?

00:01:17,250

Well, our data point to the advantages of the fairness case and really reveals some problems with the business case.

00:01:24,500

And so, we talk about how finding the right balance in this messaging can lead to success.

00:01:31,208

Yes, I completely agree. I think finding the right balance between the two is really important.

00:01:38,291

That being said, I think that the fairness case seems to resonate more with employees. And it kind of brings us more close to the objective that we want to achieve here, which is to create a culture of fairness and equity and inclusion.

00:01:56,666

Right. And that kind of brings us to the “So what?” question about this research. Why does Catalyst want to focus on this now?

I mean, why should companies care?

00:02:05,875

I think that right now DEI, more than ever, is especially timely. And organizations are looking for how they can navigate and weather these storms right now. So, really taking a look at your organizational diversity messaging is key and top of mind for organizations right now.

00:02:23,333

And Sherazad, can you tell us why this information is specifically important to our supporters?

00:02:29,416

Yes, absolutely. I think that this report is really coming out at a very timely moment, when we see several companies who are faced with some internal debates on the best way to move forward, and when DEI is being challenged at different levels.

And so in the current context, I think we also have a great opportunity to create a more open communication about DEI and the fact that having fair cultures really benefits everyone. And not only the groups that we want to support in the workplace.

So if we take, for example, the example of flexible, work arrangements, we know that women have traditionally been advocating more for that. But at the end of the day, you know, women, especially mothers, are not the only ones who are benefiting from having more flexibility at work.

So I think that’s the type of messages that companies need to put forward a little bit more.

00:03:45,125

I completely agree. Our research also says that, despite sort of this pushback that we’re seeing right now, DEI is absolutely still important to employees.

We found that 93% of employees say that it’s at least somewhat important for their organization to be vocal about its DEI efforts.

The overwhelming majority of employees do want to hear from their organization about what they’re doing with regard to DEI.

And it’s important that organizations really take that time to focus on their messaging and take the time to understand how messaging about diversity is impacting their employees.

And I would think the way that we communicate about DEI internally would have an impact on some employees more than others.

00:04:29,250

So, who do you think is most impacted by thoughtful DEI messaging?

00:04:35,000

I think certainly DEI messaging impacts all employees because organizations should be talking about it widely and often.

Our research shows that when companies make the fairness case for diversity, employees are more likely to experience inclusion, say that their organization is fair and are less likely to leave.

But we also see that, for employees who belong to marginalized groups, the business case can be associated with being on guard to bias at work, which really has to do with bracing or protecting yourself from instances of bias by doing things like avoiding certain places or changing the way that you look, for example.

00:05:12,916

Yeah, but it’s a really difficult moment across the globe for those of us working in DEI as well, so the way we communicate about it is more important than ever, so that companies can meet their goals.

00:05:23,625

I think in closing, I’d really love to hear from each of you your biggest takeaway from the report, as companies committed to DEI move forward.

00:05:32,250

I think the biggest takeaway for me is that DEI messaging can have a real impact on employees, and I think that can get overlooked.

So, companies should be thoughtful and intentional about crafting their messaging and really acting on their DEI goals in a way that’s consistent with their organization’s values.

00:05:52,208

This report really confirms that we need to create a sense of personal connection for everyone with regards to DEI and that talking about values, about human benefits, you know, the idea of fairness, has a much greater impact than, you know, just talking about some elements that people can perceive as being external to them.

00:06:22,708

Great. Thank you so much for chatting with me today.

You can learn all about these findings in Catalyst’s new report by visiting our website, catalyst.org.

The post Catalyst Breaks It Down: Why DEI Messaging Matters Now (Video) appeared first on Catalyst.

According to the Catalyst research report How to Talk About Diversity With Employees to Achieve Your Company’s Objectives, 93% of employees want their companies to be vocal about their diversity, equity, and inclusion efforts. 

Struggling to get your DEI messaging to resonate with employees? 

Humanizing your approach to DEI helps build internal support. Catalyst found that 37% of employees say they’d prefer their companies emphasize that DEI is the right thing to do, which is often referred to as the “fairness case.” Only 15% say they would prefer their organization to use the “business case” (how DEI helps the bottom line).   

Messaging that emphasizes the fairness case can have an important positive effect on experiences of inclusion, perceptions of meritocracy, and retention. In contrast, the business case may inadvertently harm employees from marginalized groups, who are more likely to be on guard against bias when it is used. 

Use this infographic as a conversation starter with DEI advocates, practitioners, and communications leaders to create DEI messaging that resonates with employees.

For more insights, visit https://www.catalyst.org/diversity-messaging/. 

Methodology: Catalyst surveyed 6,800 employees in 11 countries to investigate the impact of participants’ perceptions of diversity rationales on employee outcomes.  

How to Cite: Effective Messaging on DEI: Understanding Employee Perspectives. (2024). Catalyst. 

Download the Infographic

The post Effective DEI Messaging: Understanding Employee Perspectives (Infographic) appeared first on Catalyst.

It’s no surprise that one in four employees says their leaders rarely or never talk about DEI according to Catalyst’s recent report, How to Talk About Diversity With Employees to Achieve Your Company’s Objectives.

The good news is that DEI and HR practitioners can equip leaders and advocates by drawing inspiration from the marketer’s messaging framework.

Marketers use messaging frameworks to help visualize and craft messages that align with the brand’s values, communicate the value proposition, and address the needs and concerns of all of their audiences.

In the same way, DEI and HR practitioners can use a messaging framework to speak about DEI in a way that’s meaningful to their audience—in this case employees—by following this four-step structure:

1. Brand Promise: A brand promise represents the company’s commitment to customers regarding the experience it will deliver. The promise sets a vision for who the company wants to be. For HR and DEI leaders, this translates to the overall workplace culture you are trying to create. For diversity, equity, and inclusion messages to ring true, leaders must understand how the DEI strategy ties into the business strategy, values, and mission. This first step is crucial. Without it, any messaging can be viewed as performative.
2. Positioning Statement: Companies must tie the messaging to the rationale for investing in diversity, equity, and inclusion. Your positioning statement clarifies how and why DEI meets the needs of your organization and employees.
3. Target Audience: Companies then need to consider the perspective, motivations, goals, and relative power of each stakeholder. How does diversity, equity, and inclusion benefit board members, shareholders, executives, middle managers, and employees at every level?
4. Messages: Companies need to answer the age-old questions for each employee audience type: “Why should I care? What’s in it for me?” In DEI work, these messages often fall into two categories: a business rationale, highlighting the positive financial impact of DEI on the organization, and a fairness rationale, emphasizing the moral imperative of promoting DEI. Catalyst research shows that 76% of employees said their organizations use both rationales.

Our research demonstrates that organizations would do well to emphasize the fairness case to increase feelings of inclusion, fairness, and retention. Take note: If your organization chooses to emphasize the idea that DEI is the right thing to do, your actions must reinforce this message or risk being perceived as inauthentic.

The Bottom Line
As an HR, DEI, or communications professional, focus on crafting multiple messages and proof points that align to your overall DEI strategy and brand promise, and address the benefits to your employees. These messages can then be used in tandem or separately for different audiences and situations.

What companies can’t afford to do is stay silent. Catalyst found that nearly all employees (93%) think their organization should talk about its DEI efforts. Following this framework is by no means the answer to every DEI communications challenge, but it can provide you with a solid foundation to begin to build successful messaging that resonates with both your organization and employees.

Download the DEI Messaging Framework

The post 4-Step DEI Messaging Framework for HR and DEI Leaders appeared first on Catalyst.

We know that taking part in DEI efforts is not only the right thing to do, it’s also good for business.

Catalyst research demonstrates overwhelmingly that when DEI is done right, it works. DEI is the way we create workplaces that work for everyone. Not only do we have evidence, but we have tools and solutions to set up companies implementing DEI efforts for success.

DEI practitioners and organizational leaders should use a multi-pronged approach:

1. Strengthen your messaging and ensure it resonates authentically.
2. Share the facts.
3. Use data to demonstrate how DEI initiatives get results.
4. Stay ahead of the game by keeping an eye on the corporate implications stemming from the 2023 US Supreme Court decision on affirmative action.

No matter where your company is on its DEI journey, these resources enable everyone—from the C-suite to the front line—to thrive.

How to communicate about DEI:

• How to Talk About Diversity With Employees to Achieve Your Company’s Objectives (Report)
• The Business Case for DEI (Resource List)
• Still Making the Case for DEI? Drop the Spreadsheet (Webinar Recording)
• Performative DEI Policies: Flip the Script (Infographic) Supporter-Exclusive
• Words Aren’t Enough: The Risks of Performative Policies (Report)

How to do DEI right:

• Six Actions to Create Genuine DEI Policies (Report)
• 5 Myths Debunked About Diversity, Equity, and Inclusion (Blog Post)
• DEI Efficacy: Preempting Pitfalls for Sustained Impact and Value (Webinar Recording) Supporter-Exclusive
• Embedding DEI Into Your Business Strategy: Key Insights From Industry Leaders (Blog Post)

How to be an inclusive leader:

• Getting Real About Inclusive Leadership (Report)
• 5 Strategies to Promote Inclusion: A Manager’s Playbook (Tool) Supporter-Exclusive
• Leading With Empathy (10-Minute Microlearning) Supporter-Exclusive

How employee resource group (ERG) leaders can navigate employee resistance:

• Catalyst Guide to Employee Resource Groups (Tool) Supporter-Exclusive See Chapter 7
• ERG Discussion Guides (Tool) Supporter-Exlusive See guide to “Navigating Resistance”

How to measure results:

• DEI Measurement (Resource List)
• Beginning a Measurement Process: A Tool for DEI Leaders (Tool)
• How to Create Transparency in DEI Measurement: A Guide for Senior Leaders (Tool)

How company DEI initiatives succeed (Supporter-exclusive):

• Barilla
• Boston Scientific
• Enbridge
• Google
• The Hartford
• Parexel
• RBC
• TD
• Uber
• Ulta Beauty
• UPMC
• More examples

US Supreme Court decision on affirmative action:

• How Your Company Can Priortize DEI After the Supreme Court Ruling (Blog Post)
• Takeaways From the Catalyst Affirmative Action Webinar: 8 Steps Companies Can Take to Protect Their DEI Programs (Blog Post)
• US Supreme Court Affirmative Action Ruling and the Future of DEI in Corporate America (Webinar Recording)
• Does the US Supreme Court Decision on Affirmative Action Affect Your Company’s Diversity Initiatives?

The post 33 Ways to Address the Backlash Against Diversity, Equity, and Inclusion (DEI) appeared first on Catalyst.

The post The Double-Bind Dilemma for Women in Leadership (Infographic) appeared first on Catalyst.

Here are 5 myths we debunked at our recent webinar “DEI Efficacy: Preempting Pitfalls for Sustained Impact and Value.”

MYTH: With so much polarization and politicization these days, it’s more important than ever to execute DEI initiatives flawlessly and beyond reproach.

FACT: It’s okay to make mistakes. In fact, you probably will! Sometimes, the best way to get it right is to first get it wrong.

Many—probably most—of us fear exposing our ignorance and missteps in public. Instead of hiding fear, the most productive thing to do is to acknowledge it. Being honest about getting things wrong helps to build trust with our colleagues. And if you have created harm by taking a wrong step, whether on the personal level or the corporate level, hold yourself accountable. Say, “We messed up; we tried this thing; it didn’t [work],” advises Roselle Gonsalves, Managing Director, Inclusion & Reconciliation at ATB Financial. “We’re going to try again. The best apology is changed behavior.”

MYTH: Once you create an effective DEI strategy, you can implement it across all the regions in which your company has a presence.

FACT: Each region needs its own DEI strategy tailored to the problems in that region that need to be solved.

Before you start measuring and strategizing, you need to know what problem you are trying to solve. The reality is that the problems are different in different regions. Lynette Barksdale, Global Head, Inclusion & Diversity at Visa, notes, “The measure of success that I might have in North America is very different than what I’m looking at in Turkey. I need to look at the global footprint as a company and understand who the employees are [across regions]. That’s why self-identification is so important. It helps us understand the communities so that we can identify what we need to measure.”

MYTH: There is so much resistance to DEI that there’s no point trying to explain why we need it.

FACT: It’s on you and your organization to explain the meaning of DEI and connect it to your company’s values so that everyone is speaking the same language.

Yes, there’s a lot of misinformation about, and even fear of, DEI. That’s why it’s necessary to create a shared language and understanding and expectations for what DEI looks like for your company, says Natacha Buchanan, Chief Diversity Officer at ConocoPhillips. “Having a shared understanding and language is fundamentally important to effectively speak to the value of DEI both to employees and the organization. Ensure that your company has clear cultural values around inclusion, equity, and diversity.” And then listen and understand where the fear is coming from so that you can address it. After all, you can’t expect someone to see the value in DEI if they themselves do not feel seen or heard.

MYTH: Once you crack the code of successful DEI at your company, you can focus your attention elsewhere.

FACT: DEI work is iterative and changes over time as you continue to learn and grow. The work is never truly completed, and that’s okay.

DEI work is not something you solve for and then move on from. Be prepared to try new things and then measure, listen, and improve on what you have—repeatedly over time. “To ensure that it’s sustainable,” says Barksdale, “you have to work across the continuum of the employee lifecycle [and embed] the right practices and principles.”

Along the way, adds Gonsalves, we learn not only from our own mistakes and successes but also from one another. “There is power in us sharing with one another—not just our successes, which are really important, but also our learnings and opportunities for growth. That means [connecting] with people outside my organization because we have a connective tissue that joins us.”

MYTH: You can always add DEI later, when you have time and a budget for it.

FACT: DEI is intrinsically connected with the values of your organization.

DEI work is not an add-on or stand-alone initiative with its own agenda. Rather, DEI adds value to your company on a molecular level because it strengthens company values. Buchanan notes that it should be “tied to the core of who you are from a value perspective.” DEI is about everyone and is for everyone. After all, your identity “shapes who you are and how you move through the world.” And who you are brings value to the company.

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The post 5 Myths Debunked About Diversity, Equity, and Inclusion (DEI) (Blog Post) appeared first on Catalyst.