DEI Implementation Tips for Middle Managers

Diversity, Equity, and Inclusion (DEI) initiatives are essential for creating an inclusive and welcoming workplace culture. Despite a well-designed DEI program supported by management and welcomed by the workforce, statistics suggest that corporations experience a failure rate of more than 70% in all organizational-change initiatives, including their DEI initiatives (Gorbatai, Boros, & Ullman, 2022). This high failure rate is primarily due to the trouble with implementation.

Middle managers are on the front lines as DEI programs roll out, yet they are typically not included in planning and design. The authors of the Harvard Business Review article assert that problems arise from two fundamental tensions: between autonomy and control and between short-term and long-term concerns (Gorbatai et al., 2022).

The Autonomy versus Control Tension

Managers typically have a sense of autonomy, which is a “core psychological need.” However, research has shown that limiting managerial discretion reduces bias in decision-making. To address this tension, the authors suggest that senior management connect the big picture to the implementation, explain that limiting discretion is in the manager’s interest because it reduces the chance of bias and consumes less time, and provide training on dealing with DEI challenges and ensure that there are resources, including forums, where issues can be examined (Gorbatai et al., 2022).

The Short-Term versus Long-Term Tension

Typically, business strategy has a short-term focus, with rewards based on short-term results. DEI implementation, however, often runs on a longer timeline, and focusing on the short-term yields a false picture of progress towards the goal. The authors recommend holding “premortem” sessions with middle managers to deal with foreseeable competing priorities and reasons the initiative might fail, emphasizing the link between short-term efforts and long-term outcomes, and encouraging long-term mindsets throughout the organization (Gorbatai et al., 2022).

Encouraging Diversity and Inclusion Training, Monitoring and Evaluating Progress, and Celebrating Success

In addition to addressing autonomy versus control and short-term versus long-term tension, the following steps can help establish effective DEI initiatives that promote equity and inclusivity:

1. Encourage Diversity and Inclusion Training: Regular and ongoing training programs for employees can help them understand the importance of DEI in the workplace. These programs should include topics such as unconscious bias, cultural competency, and inclusive language.
2. Monitor and Evaluate Progress: Companies should monitor and evaluate their progress regularly to ensure that the DEI initiatives are having the desired impact. This involves setting up metrics and key performance indicators (KPIs) to measure progress towards the goals and gathering feedback from employees through surveys and focus groups.
3. Celebrate Success: Companies should recognize and reward employees who actively participate and contribute to DEI programs. Celebrating success encourages employee engagement and creates a positive culture around DEI.

In conclusion, creating a diverse and inclusive workplace requires a comprehensive and ongoing effort. By prioritizing DEI, companies can foster a more collaborative and productive workplace, improve employee engagement and retention, and ultimately drive business success (Ely, Thomas, & Baxter, 2018; Hewlett, Marshall, & Sherbin, 2013).

References:

1. Ely, R. J., Thomas, D. A., & Baxter, M. (2018). The transformative potential of an inclusive mindset. Harvard Business Review, 96(1), 40-49.
2. Gorbatai, A., Boros, S., & Ullman, K. (2022, October 19). Why middle managers struggle to implement DEI strategies. Harvard Business Review. Retrieved November 24, 2022, from https://hbr.org/2022/10/why-middle-managers-struggle-to-implement-dei-strategies
3. Hewlett, S. A., Marshall, M., & Sherbin, L. (2013). How diversity can drive innovation. Harvard Business Review, 91(12), 30-30.

This blog was originally published by Diversio EDU (formerly CCDI Consulting) in December 2022.

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