There are often instances when the HR or the Diversity Equity and Inclusion Council at the workplace announces a new program or initiative. But instead of being taken seriously, it gets pushed aside as another office activity. Understanding the reasons for a negative response can help resolve dwindling participation in DEI initiatives.
Research has proven that lack of participation is connected to uncertainty and fear of what will happen if they speak up. In other words, psychological safety is critical to an employee’s sense of belonging and achieving their full potential. Consider this example – you’re a well-intended member of the majority group. Attending a seminar focused on LGBTQ issues or the struggles of PwD (People with Disabilities) might feel like walking into the lion’s den. You’re aware that you understand very little about the personal experiences of others. Ultimately, the fear of saying the wrong thing kicks in, and attendance doesn’t seem worth it. Solving this problem requires conscious efforts on the part of employers to instill psychological safety among their employees. Here are four steps:
Clarify the goal: Write down the purpose of your diversity programs and make them easily accessible/visible so that people have a clear idea of what it stands for. A heavy emphasis on ‘inclusion’ is key to showing that everyone benefits from the programs, not just the ‘minorities’.
Set ground rules: Explain how to address issues around diversity and inclusion in company communications and feedback forms. FAQs, codes of conduct, and lists of dos and don’ts are especially helpful, as they provide objectivity and transparency.
Have guidelines for a shared vocabulary: It might seem rudimentary, but sometimes it is necessary to spell things out. Explain that it’s ok to use words like ‘gay’ at a workplace diversity group meeting. Not wanting to feel stupid or get criticized can hinder further participation. Assure the team that if and when they do mess up, their words will not be twisted against them to hurl blame.
Once again, engage the leadership: They can’t be passive supporters for all of this to work; they must walk the talk. Leaders have a mammoth effect on setting the tone of the culture. If they’re actively engaging with your initiatives, it sends the right signal to the rest of the company.
Even before spearheading diversity initiatives, organizations must ensure creating a space where everyone can voice their honest, authentic feelings without judgment and extend wholehearted support to DEI activities.
