Diversity, Equity, and Inclusion (DEI) have evolved from buzzwords to fundamental aspects of a company’s success. However, despite the growing awareness of their importance, many companies still struggle to implement effective DEI strategies. Let’s delve into the ten critical mistakes that companies frequently make in their pursuit of creating diverse, equitable, and inclusive workplaces, along with insights on how to rectify them.

1. Lack of Clear Strategy or Plan

Implementing DEI initiatives without a clear strategy is like setting out on a journey without a map. To foster genuine change, companies must develop comprehensive DEI strategies with well-defined goals, actionable steps, and measurable outcomes. These strategies should include regular progress assessments and course corrections to ensure continuous improvement. Every company has a culture; leaders have a choice of whether they want to be a part of that conversation.

2. Overemphasizing Diversity Numbers

Diversity is not just a numbers game. Relying solely on diversity metrics can lead to tokenism, where the focus is on appearances rather than genuine inclusion. Companies should emphasize creating an inclusive culture where individuals from all backgrounds feel welcomed, respected, and empowered to contribute their unique perspectives. DEI does not have to look a certain way; it is different for every company, every community, every city, and every country. Trying to establish quotas is a wasted effort, and a disingenuous one.

3. Failure to Involve Diverse Voices

Excluding diverse voices from decision-making processes perpetuates bias and restricts innovation. To counter this, companies should actively seek out and value diverse perspectives. Involving employees from various backgrounds in shaping policies, projects, and strategies ensures a well-rounded approach and a more inclusive work environment. The more diverse the voices are, the more well-rounded the policies and culture of an organization will be.

4. Inadequate Training and Resources

To create lasting change, companies must invest in comprehensive DEI training and resources. These resources should encompass training programs that address unconscious bias, microaggressions, and cultural competence. By educating employees and leadership, companies can foster a more inclusive workplace where everyone can thrive.

5. Lack of Accountability for Leaders

Leaders play a pivotal role in driving DEI efforts. Holding leaders accountable for progress ensures that these initiatives are taken seriously. Incorporating DEI goals into performance evaluations and compensation packages sends a clear message that diversity and inclusion are integral to the company’s success.

6. Superficial or Performative Actions

Genuine change requires more than just performative gestures. Companies should channel their efforts into substantive actions like forging partnerships with underrepresented communities, supporting employee resource groups, and contributing to meaningful societal initiatives. These actions demonstrate a commitment to change beyond surface-level statements.

7. Ignoring Intersectionality

Intersectionality recognizes that individuals have multiple identities that intersect and shape their experiences. Ignoring these intersections perpetuates inequalities. Companies must foster an environment that acknowledges and addresses the unique challenges faced by individuals with diverse identities.

8. Lack of Representation in Leadership

Diverse leadership is essential for driving DEI efforts throughout an organization. Without representation in leadership roles, DEI initiatives can lose momentum. Companies should proactively promote diversity in leadership positions through mentorship, sponsorship, and succession planning.

9. Failure to Address Systemic Issues

Individual biases are only part of the puzzle. Companies must also tackle systemic issues that contribute to inequality. This involves reassessing hiring and promotion practices, providing equal development opportunities, and dismantling processes that perpetuate disparities.

10. Not Engaging with External Communities

Building a diverse and inclusive workplace extends beyond company walls. Engaging with external communities, including local organizations and affinity groups, provides opportunities for shared learning, collaboration, and the exchange of best practices. This collaborative approach benefits both the company and the larger community.

In conclusion, creating a diverse, equitable, and inclusive workplace requires a strategic, holistic, and genuine approach. By avoiding these ten common mistakes and instead adopting proactive, sustainable strategies, companies can truly embrace diversity and inclusion, leading to improved employee satisfaction, innovation, and overall business success.

In April, I received my first COVID-19 vaccine, and while I initially felt fine it later became clear that I needed to step back and practice a little self-care. I missed my regularly scheduled Meaningful Monday and instead of feeling guilty, I felt renewed in my practice to manage myself and my needs first. 

I’m a strong believer that if you don’t engage in self-care in the way that is right for you, you won’t be able to manage the life you’ve built and any unexpected hurdles. 

What is Self-Care?

Self-care has been a buzzword in current culture since at least 2018 and found a resurgence in 2020 for very obvious reasons. The umbrella term for many carries a varied definition and you could easily ask five people what self-care means and you’ll receive five very different answers; however, the one common thread that continues to pop up is that many people believe self-care to only be about the things or the actions they can do for themselves. 

When I work with clients, we explore self-care as actions, words, and beliefs.

Self-Care as Actions

Visiting a spa. Getting a massage. Reading a book. Treating yourself to a pedicure. Watching TV. Hanging out with friends. Playing video games. These are the actions we take or the habits we develop to make ourselves feel better. Some of us practice them weekly, others only once in a while. 

As a standalone practice, actions aren’t enough to improve your mental and physical well-being. They are, however, a great supplement when you practice self-care through your words and beliefs. 

Self-Care as Words

Often the things we don’t see or do in self-care are the most important. Practicing self-care through your words means cleaning up your head trash. 

Head trash are the negative words, conversations, and awful things that you’ve told yourself over the years. Head trash affects how you perform and how you do things in your day-to-day life. 

The most important conversations that you can have, are the ones you have with yourself. If we repeatedly tell ourselves something negative, we begin to believe it through the lens of confirmation bias. If you consistently talk down to yourself, it’s time to clear out the head trash with positive self-talk and affirmations. Giving yourself honest feedback and highlighting the great things you’ve done is powerful to our brains and helps manifest joy and positivity while engaging in self-care.

Self-Care as Beliefs

Beliefs are core to self-care and if you want your actions and your words to hold up during stressful times, you need to ensure you have self-care-focused beliefs. Your beliefs and values that you have for yourself build up over time and are the building blocks for everything you do. 

An easy test to check if your beliefs are self-care-focused is to answer this question: 

Do you feel guilty or selfish when you take time for yourself? 

If you said yes or even hesitated just a little, you need to re-evaluate your current beliefs. There are no self-care actions or words that will truly help you recharge or refill your bucket if you don’t believe you’re worthy of that time. Simply put, how can you operate on empty? If the reason you feel guilty is that self-care feels selfish, it’s because it is; however, in the context of self-care selfishness is not a bad thing. Ask yourself, why don’t you deserve one hour to unwind or a day to step away from your computer? These moments to yourself are what make you emotionally available to others when you’re ready to engage. 

To start your self-care journey, create the belief that you are worthy and you are deserving. From there, build the words and the actions that support your belief and balance self-care for you and care for others.

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