For the over 70 organizations in Canada, US and Africa that I have helped in establishing and maintaining their DEI infrastructure, I have always reminded them that this work can be done, not because of it’s ease but because of the brave leaders who are willing to fail but keep trying until they get it right!.
I love to use the analogy of pregnancy, labour and birth to invite the masses into understanding what it takes to build a stable DEI infrastructure that can stand the test of time!
The start of a DEI journey is like getting pregnant, just as the woman who is looking forward to a baby, the organization knows they will have cohesion as their end goal.
Just like a woman is aware of morning sickness but oblivious of the other health issues that may present themselves in the course of the pregnancy, the organization knows that this journey will unearth issues but they don’t know to what extent! Many issues will arise by surprise but just as the woman who doesn’t choose to abort their dream child because of inability to sleep comfortably, but rather buys a pregnancy specific pillow, the organization can’t afford to abandon their DEI journey but rather they should address matters as they arise and focus on attaining the end goals safely!
Just as the pregnant woman who must initiate a pregnancy plan, routine, diet, exercise and more, the management of the DEI conflict to reach positive outcomes can only be determined by the organization’s foundational and intentional investment in creating safe & brave spaces as soon as they embark on the journey and their ability to continue to remind the stakeholders on the importance of observing psychological safety and emotional bravery to achieve the organization’s DEI goals.
After passing through tumultuous times, more hard decisions will face the organization just as a pregnant woman faces labour, but after all is said and done, the gift, the bundle of joy, the baby, the cohesive workplace shall be birthed! After that, just as the child familiarizes with their new home environment, the organization will simply practice the DEI principles and the organization’s DEI goals will become part of the organization.
It can be done!