We started writing about diversity, equity, and inclusion (DEI) a long time ago, studying how companies and organisations recognise the value of DEI and the challenges of incorporating key DEI initiatives into their operations. In 2022, McKinsey & Company reported that companies with robust DEI programmes could better respond to challenges, win top talent and meet the needs of different customer bases. Today, we see that the risk of DEI washing is imminent in some companies and organisations and that some decision makers may view DEI as a buzzword or an initiative that doesn’t need their attention.
The original intention behind DEI was to create inclusive workplaces that mirror society’s diversity, reduce biases, and foster mutual respect. However, some individuals may feel that DEI efforts have become politicised. Addressing such concerns with open-ended questions shifts the focus from conflict to exploration and understanding.
One of the biggest challenges is getting everyone on board with the DEI initiatives. Because of this, diversity, equity, and inclusion may not be prioritised in the broader organisation, leaving leaders with the least resources to get the most done. But there is hope. Leaders can tackle the most challenges and drive measurable impact by strategically leveraging their time, energy, and personnel. One solution is to prioritise DEI as a part of the company’s business strategy and highlight that DEI is about a long-term cultural change, not just a short-term quick fix.
Another alternative to overcome DEI challenges is to use curiosity. By fostering a culture that values curiosity, organisations can create an environment where diversity, equity and inclusion actions are viewed positively and every employee feels included. For example, you can foster dialogue by asking curiosity-driven and open-ended questions. Curiosity starts with asking the right questions. And while asking questions is a necessary first step, curiosity-fueled active listening is equally important, as it helps build empathy and understanding, both essential components of successful DEI initiatives.
Curiosity is a powerful tool for challenging assumptions and biases non-confrontationally. By encouraging employees to question their viewpoints and explore different angles, organisations can foster a more inclusive environment where everyone’s experiences and perspectives are valued. By incorporating curiosity into DEI initiatives, organisations can move beyond the controversies and create a culture where every employee feels valued and included.
Curiosity-driven DEI is about asking questions, listening actively, and continuously learning principles that help build a more inclusive, respectful, and harmonious workplace. When DEI is approached as an ongoing journey rather than a checkbox, it becomes a powerful tool for positive change, benefiting not just underrepresented groups but the entire organisation.
The next generation of talent entering the workforce has shown a solid commitment to DEI’s values. In a recent discussion, one panellist noted that the younger workforce is intolerant of companies that waver on DEI commitments. This generational shift has forced companies to take DEI seriously to attract and retain top talent.
