By: Kailah Bharath and Marijke Large, Syzygy Co-founders
Syzygy Co-founders, Kailah Bharath and Marijke Large, share how organizations can begin to cultivate or renew values-based programming with a focus on equity, and inclusion.
It’s never been more important to know how to approach and foster conversations about diversity, equity, and inclusion (DEI) in our workplaces.
Conversations about racism, harassment, mental health and several other DEI topics are not easy, but they are necessary. DEI work requires a willingness to be uncomfortable and recognize the issues at hand in order to change. It is continual learning (and unlearning).
In the aftermath of the historic racial justice protests in the U.S. and around the world, many organizations, from tech companies to fashion labels, have spoken out in support of the Black Lives Matter movement. Solidarity is important. Social media posts and donation pledges can make a difference, but they don’t replace the DEI work that companies must do internally, as we’ve seen most recently at The Wing.
DEI values must be embedded within your organization to effectively address systemic issues. Through values-based programming, organizations can learn to listen actively, facilitate environments for dialogue and support, and build a framework for action and accountability.
Here are three ways to begin approaching values-based programming in your workplace right now:
Listen with intention
Listening is vital to any healthy relationship. It builds trust and inspires innovative solutions. It’s also integral to any program that’s focused on anti-racism or discrimination in the workplace.
However, studies show that women and minority groups, in particular, face repercussions when they speak out about diversity and equality issues, while men are often applauded. To combat this bias, leaders and organizations must start with an active-listening mindset to create safe spaces for diverse voices and perspectives to be heard.
When building values-based programming, it's essential to ask, "Who are we inviting to our company to listen to, and why are we centering those voices?" In the context of learning about systemic racism, one of the most powerful ways to practice listening is to amplify the voices of leaders and educators who lead in this work within or outside of your organization.
As DEI leaders within companies, first, establish what "listening" is in programmatic spaces. For allies, in particular, this includes learning to confront internal bias and become aware of your listening triggers. Practically, in a DEI workshop, for instance, this can look like sharing a code of conduct with participants at the beginning of your session as well as providing common examples of how implicit biases might emerge.
For example, during a program, a white colleague might quickly "jump in" to "show" they're listening by adding their feelings or personal opinions to the conversation. The effect is that the narrative goes back to them, centering the white experience and detracting from the program's focus.
Shame researcher, author, and professor Brené Brown created an active-listening mantra for herself that anyone can apply when entering a space for listening and learning.
“I am here to get it right, not be right. If I am here to get it right, I have to listen and learn.”
Ultimately, active listening sets the stage for the demands and voices of minority groups in the workplace and actualizes organizational values.
Convene with Purpose
Historically, diversity training initiatives have been largely unsuccessful. To create lasting change, organizations must create programming that is both flexible and continuous. Diversity programs that see positive results are less controlled (often voluntary), framed with positive language, and spark engagement as well as increased contact between different groups.
At Syzygy, we organize events for womxn, trans, and non-binary folks focused on intersectional women's issues and themes. Our company name Syzygy, means a "union of opposites," which is our approach to convening. Whenever we invite speakers or facilitators to guide our events, we commit to diverse racial and cultural representation, so that multiple perspectives can shape our events. We also engage our attendees in open discussions and anonymous forums for asking questions so that attendees can co-create the program with us. The result is a setting that is ripe for a range of dialogue reflecting the community’s interests and needs.
One way to foster high engagement within your organization is through structured peer groups. Alongside company-led programming, peer groups (via video conferencing for remote teams) can provide employees with a regular meeting place or time to discuss DEI themes and concerns, provide peer mentorship, and collaborate on solutions for tough work experiences.
For organization-led convening, we also recommend partnering with external field experts to assist you in identifying issues and solutions within your specific organization, department, or team. Experienced consultants and educators can help ensure your convening spaces (ex. workshops, training seminars etc.) are structured for collective learning and nuanced dialogue around challenging issues like racism, sexism, and discrimination.
Through purposeful convening and dialogue on DEI themes, organizations can begin to strengthen an internal culture that can address systemic issues and collaborate on solutions.
Create Accountability
When building a framework for your DEI programming, focus more on putting your values in action instead of having them simply live in a handbook, in a social media post, or a mission statement. Your actions must be built on a foundation of accountability and trust.
Forming an inclusive culture through programming can't take place without accountability and a plan of action when an instance of discrimination occurs in the workplace.
A staggering 65% of employees experience discrimination or harassment in the workplace, but only 10% report it to their employers. This reflects a climate where employees largely do not feel safe or confident that their workplaces will respond appropriately.
There are incredible organizations like People First, All Voices, and #NotMe that create safer methods for reporting. People First is the first company of its kind to focus not only on establishing an accessible reporting process but on the follow-through of an employee and employer resolution. Resolution builds trust. And trust is the foundation of creating culture shifts that lead to higher rates of employee retention, engagement, and inclusivity.
Kamael Sugrim, People First Co-Founder shares that “reporting is a one-way communication, but resolution is a conversation with follow-up action. If we want an equal and inclusive workplace we have to have more conversations with accountability.”
For your DEI programming to make a sustainable impact, it's vital to build, or partner with organizations like People First to create a process for accountability and trust for both employees and employers.
Start and Keep Going
There's a lot of work for all of us to do. Values-based programming is not static. Creating a diverse, equitable, and inclusive workplace requires constant effort and commitment from all levels of leadership in every organization.
We hope that through active listening, convening with purpose, and creating accountability, you can begin the process of change for you and your organization.