As allies and champions in an organization, your actions determine the progress of diversity, equity, and inclusion goals. However, for you to proceed also requires understanding perspectives and attitudes towards DEI objectives. The understanding can shape your approach towards getting them on board and persuasion.
There are broadly five kinds of people in every organization. You can decode these indicative standard responses to find out more about the mental approach to DEI:
‘Sorry, not interested’: Here are those who will oppose anything that challenges the status quo, and hence DEI actions will be met with stiff opposition. Such opposition is impossible to counter often, and while they throw a spanner in the works, there is little scope for change of mind or attitude. They retain a strong faith in their choice and refuse to change it.
‘Well, I don’t know’: It results in a lack of engagement with DEI goals or measures because the person doesn’t know about the concept or understand its benefits. They can be recognized with their disengagement and lack of response to initiatives. Constant conversations and discussions at an individual level can help reach a state of awareness and action.
‘I can, but…’: The difference between this category and the previous one is that in this people know and acknowledge the efforts but not as participants; they are observers or bystanders. The only thing to be done and emphasized here is the need to engage and take ownership. Roping in for conversations and allotting roles for DEI can create a sense of engagement in this case.
‘Yes, I want to’: This is true for the DEI champions and practitioners who push DEI initiatives daily in personal and professional space. They are leading the change in every possible way—through thoughts, actions, and inspiration. They are looking at expanding their awareness in every possible way—by reading up, listening to others, and watching documentaries to broaden their horizon!
‘No, that’s unacceptable’: With the potential to derail DEI objectives, this attitude doesn’t augur with the goals. This category has early adopters or those who have been subject to discrimination in the past and hence won’t take a different view for an answer. This is about getting offended and ostracizing the rest for not conforming to anything deemed right in the DEI context.
Understanding the different groups, enables the champions and leaders to alter their approaches towards each of them. While all may not be on the same page, catching the cues can help know what’s the possible extent of cooperation from the cohort.
