If you’ve been living amongst us humans (at least) since 2020, you probably have noticed many organizations doubling down in their efforts and commitments to diversity, equity, and inclusion.  What’s still to be determined, however, is how many of these organizations will consistently follow through on these commitments.  If you’re wondering if your strategy will stand the test of time, here are five reasons why it might fail (and some ways to avoid the landmine):

1. You have the same boring network

Many organizations’ recruiting strategies revolve around a strong referral base, but no one wins if you keep hiring the same perspectives from your network (or your network’s network).

Solution: Vibe outside your tribe! Expand your network. Find new friends. On purpose.

2. Your Conversations are Too Superficial

What do your 1:1’s look like with your team? Do they lack true engagement or strictly business?  Lack of communication and clarity leads to a leaky talent bucket.

Solution: Dig in and dig deep.  Get to know your team members, have honest conversations around gaps that may lead to career stagnancy, partner to create a solid plan, and recommend learning opps (books, courses, etc).

If you are a leader, then LEAD. (…and coach)

3. You Are Married to Your Spreadsheets (or your database….)

Is data important? Sure. But, at best, it’s a snapshot of decisions that have already been made and a forecast of where you’ll continue to be if the same path is continued. Keep the data, but grab an additional lens

Solution: Stop thinking about checking boxes and increasing percentages and start thinking about creating teams with BALANCED perspectives. Think adding one Black or Latinx person will balance out your team of 50 middle-aged white men? Think again.

4. You’re Not Talkin’, So They’re Walkin’

Avoiding difficult conversations now only leads to more difficult conversations later. Lean into being courageous and actually talk to your team about how they are experiencing the workplace and your leadership style.

Solution: Ask for feedback often. Sure, your ego might be a little bruised from time to time but lean into building trusting, clear, and honest relationships with your team. You can pay the piper now, or pay later (with a lack of retention).

5. You’ve Not Invested in Education and Resources

We are all at different points in the journey, but none of us know what we don’t know. Instead of trying to do it on your own, plug into resources to help.

Solution: Invest in coaching and education for your team and yourself to up-level how you can make inclusion part of your organization’s DNA.

Don’t know where to start? We’re Happy to Help.

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