The current environment around DEI is marked by a pronounced level of uncertainty, which can cause a kind of paralysis to set in - unsure of where we stand and with the future unclear, what do we even do?

Many of the clients we work with, like many organizations overall, strive to have a workforce that is representative of the communities in which they operate. In discovery meetings, we often hear that a top priority is to implement or improve upon efforts to recruit diverse talent. But starting with recruiting diverse talent is a mistake.

Each organization’s foundational culture should also prioritize mental health and well-being. A culture committed to fostering positive mental health and well-being allows employees to bring their whole selves to work - including the personal and professional stressors they are facing - and find an environment that wants to support them and set them up for success in the workplace.

While some of the current noise around DEI is just noise, and while we can feel comforted by the majority of leaders who remain committed to DEI, it can still be challenging to lead DEI efforts. This is especially true when we encounter resistance, possibly from team members who are feeling emboldened by the current political climate and who are feeling seen by the loud voices currently criticizing any and all DEI efforts.

Today is Election Day in the United States, and we at Equity At Work encourage everyone to vote.

We also encourage all workplaces to support their workers in ensuring they are able to vote - two common options are to give employees the day off for voting or to provide time throughout the day where employees can go to their polling place.

In the year since October 7, 2023, the situation on the ground has become more and more dire and a resolution seems farther and farther away. It can seem easier just to push it aside and encourage our teams to avoid talking about what’s happening, but that’s misguided and can serve to further isolate teammates who are continuing to experience complex feelings.

Too many organizations make the mistake of stopping with beliefs and not advancing to defining behaviors, a critical misstep ripples out and impacts every part of the organization and can significantly harm an organization’s culture and people engagement strategies.