{"id":74005,"date":"2024-09-03T00:05:36","date_gmt":"2024-09-03T04:05:36","guid":{"rendered":"https:\/\/world.edu\/?p=74005"},"modified":"2024-09-03T00:05:36","modified_gmt":"2024-09-03T04:05:36","slug":"dei-policies-work-best-when-they-are-designed-to-include-everyone-and-are-backed-by-evidence","status":"publish","type":"post","link":"https:\/\/world.edu\/dei-policies-work-best-when-they-are-designed-to-include-everyone-and-are-backed-by-evidence\/","title":{"rendered":"DEI policies work best when they are designed to include everyone and are backed by evidence"},"content":{"rendered":"

\"\"<\/p>\n

As the U.S. becomes\u00a0increasingly polarized<\/a>, diversity, equity and inclusion \u2013 also known as\u00a0DEI<\/a>\u00a0\u2013 efforts have been touted as a way to bridge social divides and promote a sense of belonging for everyone, especially for those who have been traditionally excluded or marginalized.<\/p>\n

But in recent years, a backlash has set in, with many institutions\u00a0defunding their diversity and inclusion efforts<\/a>\u00a0in response to\u00a0pressure from workers<\/a>,\u00a0lawsuits<\/a>\u00a0and even\u00a0state<\/a>\u00a0governments<\/a>.<\/p>\n

Ironically,\u00a0critics say that DEI efforts<\/a>\u00a0fail to include diverse perspectives \u2013 for example, by emphasizing certain backgrounds while\u00a0neglecting others<\/a>. Some argue that these programs\u00a0actually worsen<\/a>\u00a0the problems they\u2019re intended to solve.<\/p>\n

While it\u2019s easy to dismiss the backlash as purely a result of bigotry \u2013 as not all criticisms of DEI are\u00a0made in good faith<\/a>\u00a0\u2013 it\u2019s important to consider how DEI efforts themselves can be made to be more inclusive, in order to garner the support necessary to help society as a whole progress.<\/p>\n

The insights I share are drawn from my experience as\u00a0a professor of educational leadership<\/a>\u00a0who has\u00a0extensively researched and taught<\/a>\u00a0about workplace inclusion, as well as my time spent as a human resources professional dealing with these issues from an employer\u2019s perspective. The bottom line is that true inclusion cannot occur when people continue to feel alienated.<\/p>\n

To be clear, my proposed answer is not for employers to ignore identity entirely or take a \u201ccolorblind\u201d approach \u2013 not least because\u00a0that\u2019s not what employees want<\/a>. Instead, a better approach is for employers to be intentionally inclusive of people of all backgrounds, to allow everyone to feel a sense of belonging.<\/p>\n

Building a better DEI training<\/strong><\/h4>\n

Unfortunately, many of the most popular DEI efforts \u2013 for example, short, one-shot diversity training sessions \u2013\u00a0haven\u2019t been found to be effective<\/a>, at least not as they\u2019re implemented. In other words, they haven\u2019t been shown to improve workforce diversity,\u00a0especially in leadership<\/a>. In fact, they can sometimes even be counterproductive,\u00a0reinforcing microaggression and bias instead of reducing them<\/a>.<\/p>\n

Research suggests these problems result from how programs are\u00a0structured and implemented<\/a>. These programs often prioritize achieving quick, symbolic victories \u2013 such as merely providing the training without consideration of its effectiveness or simply mandating the next round of hires be people from particular backgrounds \u2013 at the expense of tackling long-term, systemic issues that led to such problems in the first place. This allows bias-laden\u00a0daily practices to continue unabated<\/a>.<\/p>\n

For example, it\u2019s not uncommon for employers to set aside a few hours each year for workers to sit through a lecture-style diversity training. But research suggests this format\u00a0often fails<\/a>\u00a0to\u00a0change deeply rooted biases and behaviors<\/a>, especially in the absence of systemic institutional change.<\/p>\n

Instead, research suggests that diversity training should be\u00a0collaborative and sustained<\/a>\u00a0to allow for ongoing dialogue, so people can honestly confront issues that often go unspoken. This strategy makes some intuitive sense: Different biased behaviors have\u00a0different root causes, and each requires a differentiated response<\/a>\u00a0rather than a one-size-fits-all solution.<\/p>\n

In contrast, mandatory training that takes place in an unsupportive environment can\u00a0elicit resentment<\/a>.<\/p>\n

The value of shared understanding<\/strong><\/h4>\n

Despite tensions revolving around DEI, most people would probably agree that workers should be treated fairly and given equal access to career opportunities \u2013 a foundational goal of DEI. But defining concepts such as fairness, inclusion and diversity often requires difficult conversations that are often not had.<\/p>\n

The right framing can be a good place to start. Ideas such as inclusion can be framed in ways that speak to common root values, which encourages collaboration \u2013 or they can be framed\u00a0politically, which can promote division<\/a>\u00a0and feelings of threat and defensiveness<\/a>.<\/p>\n

One powerful way to build mutual understanding is to provide opportunities for people to\u00a0share their own experiences<\/a>. When those who feel they have been discriminated against\u00a0share their perspectives<\/a>, others can begin to better empathize and understand the perspectives of others. From there, it\u2019s easier for them to reimagine policies and structures that might be more inclusive of people who have been traditionally neglected.<\/p>\n

To be effective, diversity efforts should not focus just on individual employees\u00a0but also structural practices at the organizational level<\/a>. For example, when people of diverse backgrounds have more opportunities to collaborate in working teams, research shows\u00a0that bias can be reduced<\/a>.<\/p>\n

The business case for DEI<\/strong><\/h4>\n

Criticism may be growing, but it would be a mistake for employers to pull back on their DEI efforts. Instead, they should focus on improving them. That\u2019s because U.S. society is becoming\u00a0increasingly diverse<\/a>, and organizations must prepare and adapt.<\/p>\n

Despite the backlash, the reality is\u00a0many workers value DEI<\/a>. Meanwhile, research indicates that workplaces with poor inclusion climates have\u00a0higher turnover<\/a>, which in turn creates high replacement and retraining costs for the employer. In the end, employers that fail to provide what workers want \u2013 inclusive work environments \u2013 will likely be less competitive.<\/p>\n

And while some critics mistakenly believe a diverse workforce is a lower-quality workforce, research suggests that\u00a0the opposite is true<\/a>. That is, hiring \u201cthe best person for the job\u201d doesn\u2019t conflict with achieving diversity goals.<\/p>\n

The benefits of workplace diversity have been empirically demonstrated across fields ranging from\u00a0health care<\/a>\u00a0to\u00a0education<\/a>\u00a0to\u00a0business<\/a>. More diversity has been linked with improvements in innovation, communication, organizational performance and profit. What\u2019s more, a diverse workforce with diverse perspectives can provide better service to increasingly diverse customers.<\/p>\n

Organizations shouldn\u2019t back away from workplace DEI efforts. Rather, the research suggests, they should double down, using a more inclusive approach that emphasizes civility and dialogue \u2013 one aimed at\u00a0finding common ground<\/a>. Moving from an us-versus-them mentality toward a focus on empathy, support and connection can change hearts and minds.<\/p>\n

Author Bio:<\/strong> Henry Tran is Associate Professor of Education Leadership at the University of South Carolina<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

As the U.S. becomes\u00a0increasingly polarized, diversity, equity and inclusion \u2013 also known as\u00a0DEI\u00a0\u2013 efforts have been touted as a way to bridge social divides and promote a sense of belonging for everyone, especially for those who have been traditionally excluded or marginalized. But in recent years, a backlash has set in, with many institutions\u00a0defunding their […]\n… learn more→<\/a><\/p>","protected":false},"author":33,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[85],"tags":[434977],"coauthors":[11733],"class_list":["post-74005","post","type-post","status-publish","format-standard","hentry","category-social-change","tag-dei"],"acf":[],"yoast_head":"\nDEI policies work best when they are designed to include everyone and are backed by evidence - World leading higher education information and services<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/world.edu\/dei-policies-work-best-when-they-are-designed-to-include-everyone-and-are-backed-by-evidence\/\" class=\"yoast-seo-meta-tag\" \/>\n<meta property=\"og:locale\" content=\"en_US\" class=\"yoast-seo-meta-tag\" \/>\n<meta property=\"og:type\" content=\"article\" class=\"yoast-seo-meta-tag\" \/>\n<meta property=\"og:title\" content=\"DEI policies work best when they are designed to include everyone and are backed by evidence - World leading higher education information and services\" class=\"yoast-seo-meta-tag\" \/>\n<meta property=\"og:description\" content=\"As the U.S. becomes\u00a0increasingly polarized, diversity, equity and inclusion \u2013 also known as\u00a0DEI\u00a0\u2013 efforts have been touted as a way to bridge social divides and promote a sense of belonging for everyone, especially for those who have been traditionally excluded or marginalized. 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