Lately, we DEI practitioners have been getting questions…. worried questions.
“Are companies still working on DEI (Diversity, Equity and Inclusion)?” people ask. “I hear so much about it not being allowed in some states. I mean…is it even still a thing?”
We’re happy to report that yes, DEI work towards initiatives and goals is very much alive and well. In fact, the need for support has never been greater as diverse teams learn to leverage different perspectives to innovate and thrive in an increasingly complex world.
But, are the efforts around this work always called “DEI?” Or even some of the variants of that term in use such as “Justice, Equity, Diversity and Inclusion (JEDI)” or “Diversity, Equity and Belonging (DEB)”?
No. In fact, we see our clients reframing DEI and its variants in a multitude of ways. Far from being worried, we’re excited about where new frameworks will take us, along with our current clients and all future prospective partners, as we look into the future.
Wait…Look Into The Future? OK, so we can’t quite do that. But we’re always adapting and flexing to evolving social trends and listening closely to others who are doing this work now.
What have we been hearing?
During a workshop a few months ago with leaders in the Diversity, Equity and Inclusion space, we captured a wide range of comments about the future of DEI.
Create a Culture of Belonging
“Belonging isn’t walking away from DEI; it’s doubling down on DEI.”
Embrace Excellence
“It’s possible to be equitable and excellent.”
Emphasize the Wide Range of Diversity Dimensions
“We must continue to leverage all the different Dimensions of Diversity…”
“Socio-Economic Diversity goes across race, gender, sexual orientation and can reach all people involved towards breaking barriers.”
“Define diversity by what diversity is not, and ask ‘whose voice is missing?’.”
“Disabilities can be visible or invisible and may or may not include neurodivergent conditions.”
"We need to hear from Veterans - they often won't speak up and their stories are often left out."
Reach New Audiences By Focusing on Specific Needs
“Engage men though intersectionality and topics such as wellbeing, mental health, and toxic masculinity.”
Drive ERGs (Employee Resource Groups) to Their Full Potential
“Leverage ERGs and the opportunities to find common experiences such as ‘caregiving’.”
“Give ERGs a robust strategy that aligns with the budget, ensuring at least one focus area directly contributes to business advancement.”
Keeping the Conversation Going
As DEI evolves, so will our framing, understanding, and work on these topics. We will always be passionate advocates for organizational culture that provides equitable opportunities for people from marginalized backgrounds. And we’ll also be looking for creative ways to expand the possibilities of DEI – the fourth part of our unique “FLEX approach” to DEI work.
What is FLEX?
FLEX is a framework developed by Ibis and used as part of our overall assessment and facilitation approach. The acronym describes a series of four steps:
First, Focus Within by starting with self-awareness; second, Listen to Others with curiosity and consciousness; third, Engage in Dialogue that is respectful of a range of perspectives; and finally, E(X)pand the Options by creatively leveraging your network, reach and impact.
Be Creative!
People are suffering from presentation-type training fatigue, and we value the importance of engaging workforces through action-based, creative & interactive forms of learning.
At Ibis, we pride ourselves on creating immersive and experiential workshops, that focus on the individual, and what they can do to help generate systemic change.
You can find out more about how Ibis do this, by clicking the image below and joining us for a free Virtual Interactive experience happening during Pride Month titled, "I Thought Everyone Knew".
What about you?
How do YOU expand the options for diversity, equity and inclusion in your workplace? We want to hear your challenges, pitfalls, solutions and new approaches to DEI. We want to hear it all – the big, the medium, and the small.
Contact us below, and let's talk.
