I see a lot of organizations jump into a Diversity, Equity, and Inclusion (DEI) Initiative starting with an internal focus and specifically at the individual level. They lead with a desire to increase the understanding of their staff’s own experience, values, and perceptions as they pertain to culture and bias. But this approach can create confusion and lead to resentment before ever even getting started. 

Topics related to DEI aren’t always easy, and not everyone wants to come to work to talk about their, well, “blackness.”... Many of your staff and/or colleagues probably only want to come to work, to work, and that is it. Some people find discussions about “self-awareness” belong elsewhere. 

I find that in order to gain buy-in for your DEI plan and alleviate questions surrounding “but to what end”, it’s best to start with a preliminary discussion about your DEI vision.

I call these Alignment Sessions. An Alignment Session provides you with an opportunity to really get on the same page with your staff and/or colleagues about why you are leading a DEI Initiative in the first place. More importantly, an Alignment Session allows you to connect your why to your organization’s mission.

In an Alignment Session, you can also assess moods and perceptions towards DEI in a non-threatening, and safe manner. And trust me, you’d be surprised what you might find out when you ease people into a conversation vs. hit them over the head with a directive. 

The best part is, you’ll come away knowing exactly where to start, some common language perhaps and a team approach to developing a comprehensive DEI Plan. 

So if you’re ready to get your team on board with your DEI vision, schedule your Alignment Session today!

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