Operationalizing Meaningful DEI When Time is a Limited Resource

Employers often find it hard to achieve meaningful DEI outcomes because they struggle to find a balance between what they want to achieve and their internal capacity. While many of us have understood, and maybe even witnessed, the profound impact of equity in the workplace, most (if not all) of us are also facing the very real limitations of resources, such as time and money. While the obstacles related to time are complicated, there are some effective strategies that have been proven to free up an organization’s capacity to do more of what matters most—the cultivation of environments in which all people, but specifically people with marginalized identities, can thrive. In all cases, the resulting ROI of these efforts yields impressive revenue (over 700%) and employment (nearly 300%) growth rates—making the question of how we spend our time a valuable and often overlooked key performance indicator.

How to Free Up Time for What Matters Most

The irony of freeing up time is that it takes time to accomplish this end goal. That being said, it can be done and it is worth engaging in this effort for the long-term return on investment that it offers. A study including dozens of knowledge workers determined that by engaging in a Start/Stop/Continue exercise, the average person was able to free up nearly 20% of their time—an average of one full day a week. Having this time available to continuously enhance and implement policies, procedures, and practices which directly impact the experiences of employees is easily recognized as a game-changer. So what can you do today, to get closer to freeing up your time? Check out this resource on strategies for setting and ranking priorities—you won’t regret frontloading a little time on this activity when you experience the returns!

How to Capitalize on the Time You Have

While finding ways to free up time might be considered a longer term initiative, there are simple strategies that teams and organizations can implement today which will significantly impact their ability to uphold the integrity of their value proposition. Typically, the most effective approaches do not require an overhaul but a small adjustment—making it easier to implement without frontloading an additional time commitment. To start, consider changing your SMART goal framework to a SMARTIE goal framework (Strategic, Measurable, Ambitious, Realistic, Time-bound, Inclusive, and Equitable). By making a slight shift in this regular workplace practice, we embed DEI in daily goal-setting activities organization-wide. This can promote a shift in mindfulness that begins to reframe daily decision-making to be equity-focused. We’ve created a SMARTIE goal-setting tool that can help you to get started!

Our clients have made tremendous gains by incorporating their commitment to DEI into daily operations! Here are a few “quick” time-saving adjustments that they have found to make a noticeable impact on equity in their workplaces:

• Make hiring practices more efficient with an objective scoring rubric. A client in the Arts and Culture industry found that by simply adopting Ellequate’s Interview Guide and Scoring Rubric as a routine interview process, not only were hiring panelists able to more objectively assesses the candidates for role “fit,” but operationalizing this practice also had a marked impact on the efficiency and effectiveness of hiring panel discussions and decision-making.

• Be strategic in collecting demographic information. When it comes to establishing and sustaining an efficient supplier diversity program, there can be a lot of back and forth with suppliers. One of our nonprofit sector clients has not only cut down on back and forth communication with suppliers but has also developed a robust demographic tracking data system, simply by standardizing the collection of demographic information as a part of the application process. Unsurprisingly, when employers are strategic in the collection of internal and external demographic information, they have more data available to analyze their DEI status and set data-driven metrics for growth.

• Ensure that DEI committees have decision-making power. DEI committees have been known to lose their momentum when there isn’t enough clarity on the decision-making process. Oftentimes, taking a moment to formalize (in writing) a committee charter that outlines these practices and ensuring leadership representation can produce time efficiencies, expedite action, and result in responsive outcomes. Recently, a governmental organization, engaged in our certification program, recognized that they were coming up against this unknown barrier and it was costing them time, money and leading to frustration. They are on their way to adjusting this practice and it’s already starting to make a difference in how they use their time! 

Don’t Spend Time Guessing, Invest in Approaches that Work

Equity work can feel overwhelming and complicated, especially when we are faced with limited resources. Organizations don’t need to spend tens of thousands of dollars on consultants to get meaningful results. With access to the right tools and resources, as well as organization-specific information about what’s working and where there are opportunities to continue to grow, most organizations realize that they have everything it takes to be able to do this work on their own and to do it well. Dozens of employers have already discovered the capacity-building opportunities available within Ellequate’s Equity Engine. As a result, they are spending less time and financial resources on efforts to operationalize equity in the workplace and they are celebrating the impact!

Even with limited time and resources, you can develop an effective DEI strategy. Learn how an Ellequate membership can help your organization achieve meaningful results.

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The Evolution of DEI: From Setbacks to Data-Driven Strategies

Photo by Ivan Samkov

Emerging from the Civil Rights Movement in the 1960s, Diversity, Equity, and Inclusion (DEI) gained traction as laws like the Civil Rights Act of 1964 and affirmative action came into effect, prohibiting discrimination in education and employment based on identities like race, color, religion, sex, or national origin. 

Early DEI efforts included diversity training, encounter groups, and the use of hiring tests. During this period, diversity training focused primarily on legal compliance and surface-level awareness. While encounter groups intended to improve race relations, their outcomes were mixed, with some White participants gaining insight into racial discrimination in America and others resisting a process in which they felt attacked. In addition, the implementation of hiring tests, designed to promote fairness, suffered from inconsistent enforcement and frequently overlooked deeply ingrained biases in recruitment processes. Despite well-intentioned motives, these approaches often oversimplified the complex nature of systemic inequality, relying instead on isolated interventions aimed at changing individual hearts and minds.

More recent efforts to address disparities such as all-staff implicit bias training and the Implicit Association Test (IAT) may promote understanding, but often fall short in actually changing explicit bias or behavior. Paradoxically, some instances of implicit bias training can backfire, hampering the advancement of people with marginalized identities. 

The failures of past efforts to effect real change, punctuated by legal battles and shifting cultural norms, continue to shape the evolution of DEI in America. While backlash, economic uncertainty, and DEI's politicization have cast doubts on its future, DEI remains a critical factor in attracting and retaining talent. We found that when employees believe their employer prioritizes diversity, equity, and inclusion, they are 28% more likely to recommend their employer to a friend or colleague and 22% more likely to see themselves still working at their employer in two years' time compared to employees that don’t. Additionally, employers that demonstrate a commitment to getting DEI right financially outperform their peers. 

While the language used to describe DEI may vary (EDI, DEIA, DEIAB, IDEA, etc.), the primary goal remains the same—to create workplaces and communities where all people can thrive. In this article, we’ll clear up some common misconceptions and offer our take on the future of DEI.

DEI is Not a Corporate Culture War

According to the Pew Research Center, 56% of employed US adults believe increasing DEI at work is a good thing. However, opinions tend to be divided along demographic and political lines. This New York Times article attributes some of the recent resistance to DEI to an overemphasis on identity groups.

While recent media coverage suggests DEI is dying, citing recent layoffs of DEI executives across the country, we see things differently. The small and midsize organizations we work with are not scaling back their DEI efforts—in fact, the majority have seen significant gains over the past few years as they’ve prioritized employee needs and implemented their data-informed action plans. For example, between 2021 and 2023, the City of Cincinnati Department of Transportation saw improvements in their employee survey scores for staff overall (+12%), women (+22%), BIPOC (Black, Indigenous, People of Color) (+29%), employees with disabilities (+26%), parents of kids under 18 (+21%), and non-managers (+18%). In addition, ArtsWave, Bethany House Services, FEG Investment Advisors, Freestore Foodbank, Cincinnati Symphony Orchestra, Curiosity, Great Parks of Hamilton County, Greater Cincinnati Foundation, and The Ion Center all saw improvements in either their employee survey scores, organizational assessment, or both in their most recent certification cycle. 

Inevitably, DEI will become increasingly important to business leaders in the coming years. For starters, it’s what job seekers want: according to LinkedIn, 76% of employees and job seekers said diversity was important when considering a job offer. By 2045, the majority of the workforce will be Black and Latine/Hispanic. Additionally, women now outnumber men in the college-educated workforce. In order to serve changing markets, organizations will need diverse representation at all levels, as well as the insights and tools to work together and make decisions effectively. However, the lack of a universally accepted standard for effective DEI practices can leave employers and employees feeling stuck—it's not always clear where and how to start. A data-driven approach to DEI can provide leaders with a roadmap—and ultimately, a better return on their investments.

Building and Supporting the Best Teams of Tomorrow

In light of the overturn of affirmative action, many employers are rethinking their DEI strategy. It's worth noting that unlike higher education, the practice of hiring based on race or sex has never been allowed. When executed effectively, DEI should broaden opportunities for those with marginalized identities without limiting opportunities for others. Ultimately, the creation of fairer systems that mitigate bias, foster transparency, and hold all employees—leaders included—accountable to the organization's mission and vision benefits all stakeholders.

For example, when it comes to recruiting talent, employers can proactively build relationships with organizations that serve marginalized communities, such as HBCUs and disability advocacy organizations, by providing value—for example, paid internships, scholarships, and sponsorship. In doing so, they expand their understanding—and ultimately, broaden their pool of potential candidates. They may also choose to require minimum representation in all final candidate slates, making sure to provide hiring managers with the time and resources needed to source candidates. Through the implementation of these kinds of workplace systems, employers are able to effectively cultivate a more diverse workforce. Equity in the workplace translates to the deliberate removal of barriers to participation and progress, putting your organization’s values into action and ensuring your organization consistently thrives by attracting top talent and adapting to the evolving needs of the workforce.

If there’s one thing about traditional workplace systems that will ultimately lead to an organization's downfall, it’s the assumption that everyone has a universally shared experience. Employers dedicated to a data-centric DEI strategy are cultivating more robust cultures and relationships, fueled by deliberate people-focused strategies and innovative tactics that enhance employee experiences. Although disaggregated demographic data cannot establish or enforce quotas, it holds substantial value in understanding and improving organizational culture. In contrast, organizations that neglect to respond to the unique needs of their employees will likely struggle to stay competitive. 

Which DEI Solutions are Worth the Investment?

Understanding your workforce isn’t much different than understanding your target market. Determining what your employees need to succeed takes the right data, insights, guidance, and tools. The key ingredient, though, is executive buy-in. Overcoming resistance from the C-suite can be challenging. However, if you understand their objections, you can build a compelling case that positions employees as a top stakeholder. Focusing on structural change, rather than personal responsibility, will not only lead to more meaningful outcomes, but can also mitigate any perceived threats to people’s positive sense of self.

Now is a great time to revisit the DEI conversation with apprehensive leaders because there’s plenty of new data available about what’s working and what’s not. Otherwise, maintaining inefficiencies of the status quo is sure to result in lower employee trust and higher turnover rates. Even if past DEI efforts haven’t panned out, you can still achieve meaningful outcomes. It’s okay to let go of ineffective approaches to DEI. Workforce demographics and expectations are changing, so it’s wise to adopt a systems change approach sooner rather than later. 

Evolve Your DEI Strategy and Systems

Leaders that resist DEI efforts often don’t realize that they practice the tenets of DEI on a daily basis. At the end of the day, promoting fairness, providing for your team’s needs, and opening pathways to success are good for business. That’s exactly why the best courses of action will rise to the top and set people-centered organizations apart from the rest. DEI isn’t dying—it’s evolving.

Taking a data-driven approach now will give your organization’s leaders everything they need to make better decisions to create a best-in-class employee experience—providing a competitive advantage in a race to the top. 

Ready to explore your next steps? Take a look at what you can do with an Ellequate membership or contact our team today.

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Recognizing and Responding to Microaggressions at Work

Photo by Fauxels

Microaggressions are subtle, often unintentional comments or actions that can make someone feel uncomfortable, excluded, or marginalized. They can take many forms, such as assuming someone's race or ethnicity, making inappropriate jokes, or using language that reinforces harmful stereotypes. While they may seem small or insignificant, they can cause emotional and psychological distress, decrease productivity and engagement, and lead to higher turnover rates. 

Creating a more equitable workplace requires individual and systemic approaches. Individual approaches increase awareness and promote personal responsibility, while systemic approaches address broader structural inequalities and injustices. 

Below, we share how you as an individual can address microaggressions in the workplace, as well as how employers can operationalize shared values through systems-level approaches.

Individual Approaches

Educate yourself.
Take the time to learn about microaggressions and the impact they can have on individuals and communities. Read articles, attend training sessions, and engage in conversations with those who have experienced microaggressions. This will help you to recognize and respond to microaggressions when you encounter them. 

Ready to get started? Here are some resources that may be helpful:

• How Unintentional But Insidious Bias Can Be the Most Harmful

• What to Know About Microaggressions

• Microaggressions: Power, Privilege, and Every Day Life

Listen and validate.
Listening to and validating the feelings of someone who has experienced microaggressions is an essential step in creating a supportive and inclusive work environment. Find a private space where you and your colleague can talk without interruption or distraction. Commit to maintaining confidentiality and assure them that you will not share their story without their consent. Avoid interrupting or judging their experience. Acknowledge the impact of the microaggressions on their well-being. You can say things like "I'm sorry that you had to go through that" or "It's understandable that you feel that way." Avoid minimizing or dismissing their experience. Phrases like "at least it wasn't worse" or "you're being too sensitive" can invalidate your colleague's experience. Ask your colleague how you can support them and offer resources or suggestions that can help—for example, connecting them with an employee resource group or offering to help them speak with a senior leader or HR representative.

Interrupt microaggressions.
Interrupting a microaggression can be difficult and emotional, but it's important to remain calm. Take a deep breath and approach the situation with a clear mind. Assertively, but respectfully, interrupt the microaggression by addressing the behavior directly. For example, you could say something like, "I don't think that's an appropriate comment" or "Let's focus on the issue at hand." This helps to send a message that microaggressions are not acceptable in your workplace. Use "I" statements to express how the microaggression made you feel or how it may impact others. For example, you could say, "I feel uncomfortable when comments like that are made" or "I worry that comments like that could create a hostile work environment."

Hold others accountable.
Hold others accountable for their actions and words. If someone engages in microaggressive behavior, speak to them privately and let them know that their behavior is unacceptable. Focus on what the person did, rather than making assumptions about who the person is. Let them know why their behavior was harmful. For example, you could explain how certain words or actions can be perceived as discriminatory or exclusionary. You might also provide resources or examples to help the person understand the impact of their words or actions. If the behavior continues or becomes more severe—and you feel safe doing so—report the issue to a senior leader or HR representative. As an ally, you can use your privilege and influence to advocate for change in your workplace. You can bring up issues related to microaggressions during meetings or speak to HR about the need for additional training and resources. Use your voice to help create a workplace culture that is inclusive and respectful.

Systemic Approaches 

Provide education and training.
Conduct regular training sessions to help employees recognize microaggressions, understand their impact, and learn how to address them constructively. Ongoing learning opportunities should be provided to all employees, including managers and supervisors.

Develop clear policies.
Begin by defining what constitutes a microaggression. Provide clear examples of what behaviors or comments are considered microaggressions. This will help employees understand what is and is not acceptable in the workplace. Clearly outline the consequences of engaging in microaggressions. This could include disciplinary action, training, or other measures. Be sure to communicate the consequences of microaggressions in a way that is clear and easy to understand.

Encourage reporting.
Create a reporting system that allows employees to share instances of microaggressions in a confidential and safe manner—for example, an online form or hotline where employees can report incidents they have experienced or witnessed. The reporting system should be easily accessible and prominently displayed on your intranet and/or other communication channels. Once a report is submitted, have a clear process in place for reviewing the report, investigating the incident, and providing the appropriate follow up. Ensure non-retaliation for those who come forward.

Enforce consistently.
Enforce your policies consistently and fairly. Address all reported incidents promptly and take appropriate disciplinary action against perpetrators, regardless of their position or seniority within the organization. Consistent enforcement can help build trust and confidence among employees, demonstrating that your organization takes these issues seriously and is committed to creating a diverse, equitable, and inclusive workplace.

Remember that responding to microaggressions is an ongoing process, and it can take time and practice to feel comfortable and confident in your responses. However, recognizing these harmful behaviors and taking steps to address them through individual and systemic approaches can help you create a safe and welcoming environment for all employees, regardless of their race, gender, or other personal characteristics.

Even with limited time and resources, you can develop an effective DEI strategy. Learn how your organization achieve meaningful results.

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