Avoiding Pitfalls
This work must be done in an intentional and responsible way to avoid creating even more harm for communities of color. Too often, DEI work can backfire if there isn’t steady and intentional engagement.
These basic preparations will help you avoid the biggest pitfalls people see in this work.
Ensure investment is present at the top of the organization, specifically the CEO.
Dedicate staff time before, during, and after foundational training.
Establish a baseline to track progress, such as a staff survey prior to beginning the work.
Devote money and resources to the diversity, equity and inclusion work.
Develop a process for staff and customers for supporting or investigating race-related complaints.
Create safety measures for BIPOC to be able to participate as able and interested. Be sure to have trained facilitators who can help create safer conversations through group agreements and have experience in navigating challenging topics.
No space can be guaranteed safe, particularly for People of Color. Brave Space/Braver Space is an alternative to the wording Safe Space, recognizing that People of Color may have to expose themselves to potential harm when learning alongside white folks in this work. Additionally it requires that white folks be brave to recognize their white privilege and share space and power to make room for the voices and experiences of People of Color.
Develop mechanisms for the CEO to hear from staff. Give voice to individuals at all levels in the business and gather information from multiple sources.
Create an equity lens and apply it to decision making processes.
MORE MINDFULNESS
RELATED TOPICS:
Roadmap Gallery
“3/4 of companies use negative messaging in their diversity programs, and subsequently see a decrease in representation of people of color in management positions”