The emotional quotient has a substantial role in organizational transformation because diversity, equity, and inclusion, or DEI is about improving employee relationships through human values.
EQ, also known as emotional intelligence, is the ability to manage emotions in positive ways to listen actively, relieve stress, communicate effectively, empathize with others, overcome challenges and manage conflicts effectively. EQ helps build stronger relationships and helps organizations achieve their DEI goals. Although diversity exists by default, inclusion begins with people’s ability to connect with their feelings first. Getting in touch with one’s feelings turns their intentions into actions and helps organizations make informed decisions about what matters most to them.
EQ helps employees manage their stress levels, as a factor is accepting oneself and others. Workplace stress, which can be classified as physical and psychological stress, impacts how an employee reacts to challenges. Broadly understanding our brain structure, especially the amygdala helps since it is responsible for flight, fight, freeze or fix reactions. Even though our brains have evolved, the amygdala still cannot tell the difference between an actual physical threat and a mere psychological one. Since employees are often anxious about their job responsibilities, including EQ skills in the DEI planning process can help with its adoption and sustainability.
How EQ can be incorporated into DEI
Include EQ while assessing employees: While IQ is often overrated, EQ has become the new IQ. Assessing employees’ EQ levels becomes critical to any change management within the workplace. Giving feedback on an employee’s EQ during performance management will indicate the importance of EQ.
Train employees to manage EQ before implementing DEI: When organizations train their employees to manage their emotions, employees tend to learn and invest their time in those organizations. Helping employees understand what triggers them enables organizations to facilitate change management.
Create short infographics: Employees must understand how their EQ impacts themselves and others. Visuals directly hit the Reticular Activating System in our brains and will help us address our triggers in the process of accepting other people.
Set up open conversations on impulse control: DEI initiatives include having difficult conversations where employees may consciously or non-consciously become anxious. The employees, who control their impulses when triggered, know how to manage and regulate their emotions, thoughts, and actions. Facilitating open conversations amongst employees to learn about its significance can ease their understanding of DEI.
Emotions are often overlooked in the context of corporate culture because intellectual thought is considered more important. To create sustainable DEI programs or initiatives, focusing on changing emotions and changing thoughts becomes imperative.
