When DEI Strategies Fall Short: How to Address, Repair, and Grow

Picture it, America, 2024: Your company has made significant progress on its DEI strategy, laying the groundwork for a place of work that truly lives its values from the inside out. All is well, until…

It isn’t. 

Even organizations who appear to be most committed to being equitable and inclusive – including those that are led by Black and Brown folks – are susceptible to cracks in their foundation and potential violations of their DEI values. And to be clear, the goal of DEI strategy is not to create perfection, but instead to build an organization that has the tools to address, course correct, and uproot White Supremacist Culture and anti-Blackness if and when it appears. 

So what can you do when you find yourself in this position?

Identify Where the Breakdown is Stemming From 

Is there a new manager on the team whose management style is rubbing women of color the wrong way or making them feel unsafe? Is there a higher-up who behaves above reproach or reprimand? Is there a team member who is still holding on to the old ways of doing things, and in a way that does not align with the company’s new values? 

Taking the time to sit with the woman of color who first brought their grievance with you to understand their experience is essential for pinpointing exactly where, who, and how they are being harmed. Creating equitable solutions begins with getting a strong understanding of the issues at hand, and how your company’s culture, policies, and unspoken rules may be contributing to anti-Blackness and racism. Skipping over this step or skimming on it denies women of color their right to be heard, and their concerns taken seriously. 

Provide Tangible Support to Repair the Harm

If you’ve frequented this blog before, you know that at ShiftED, we’re never afraid to encourage women of color to move on from opportunities that are not serving them, aligned with their values, or in environments that are harmful. But, the reality is that finding a new job (especially in this current market) or making the decision to just pack up and go isn’t as easy as one, two, three. 

When a woman of color has been harmed by anti-Blackness, racism, and other microaggressions on the job, repair can begin with tangible support provided to them that will support their healing journey. This tangible support can take on a few forms, including:

• Paying for them to receive executive coaching

• Paying for or providing a wellness stipend to receive mental health services

• Enrolling them in a program or leadership development cohort that surrounds them with other like-minded women of color 

The solution here shouldn’t be cookie-cutter and there is no one size fits all. The point here is to listen to the woman of color at the center of the harm, and provide her with the tools and resources necessary to move forward.

On the flipside, for the person who has caused the harm, special attention should be made to ensure that there is follow up for them to learn from this experience, see the error in their ways, and give them tools to repair the damage caused. Tools like team-wide and individualized DEI training can go a long way in creating the space for behaviors to be unlearned. 

Accountability is Key

The first step in any healing or change is awareness, and from that awareness must stem accountability. Moving on from a violation of DEI values is only possible when the person(s) responsible for the harm take full accountability for their actions. 

Accountability can look like true remorse for their actions, and being able to name, own up to, and apologize for the harm caused, and taking the proper action to prevent it from happening again. And in the event that this doesn’t happen…

Establish Clear Consequences 

Whether it’s a role reassignment, leave of absence, or termination, setting and enforcing boundaries will be essential to demonstrate to your team that one person’s comfort is not prioritized over your company’s shared values. 

Leave Space for Feedback 

Throughout this entire ordeal, leave room to learn from where your company can improve on how it handles anti-Black and racist experiences. Impact matters more than intent, so even if intentions are in the right place, it matters most that the woman of color at the center of this experience is heard, and her experience valued. 

Being able to bounce back from a violation of your company’s DEI values is a sign that your strategy is strong, and you’re doing the right things to center the voices and lived experiences of women of color. Schedule a consultation with ShiftED today to get the support your team needs.