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Human Resources
Feb 1, 2023

Welcome to Alphabet City

Sponsored Content provided by Khalilah Olokunola - Founder | Impact Architect, ReEngineering HR


D.E.I , J.E.D.I , B & Just I or  sometimes just E. 

Welcome to Alphabet City. We've all grown accustomed to using letters to define some of the plans in our organizations, but there is so much more than that. When it comes to creating a diverse, equitable and inclusive environment, it's not enough just to have a plan - what matters is how you put it into practice. In this article, we'll explore the challenges of creating a culture of diversity, equity & inclusion and discuss practical steps you can take to make sure your organization lives up to its ideals.

The most challenging aspect of creating a diverse, equitable and inclusive environment where people truly feel like they belong is changing ingrained mindsets and behaviors. Many people think short-term when it comes to diversifying their organizations - they want quick results that will improve their bottom line - but often fail to see the long-term benefits such as higher employee engagement and productivity. To create real change takes time and effort, so it's important for leaders to stay committed and invest in the process if they want meaningful results.

Another challenge is showing colleagues who don't understand the importance of DEI & B why these initiatives are worth investing in. There are numerous studies that have shown the positive impact diversity has on an organization’s performance, but sometimes facts alone won’t be enough to convince skeptics. Leaders need to be able to articulate why these initiatives matter on an emotional level as well as an intellectual one if they hope to gain buy-in from their team members.  Finally, leaders must also be willing to recognize their own biases before they can expect others in their organization to do the same. If leaders are seen as taking advantage of power dynamics or perpetuating discriminatory practices themselves, employees will never trust them enough with new initiatives or accept their leadership on this issue.

Once leaders have addressed these challenges head-on and committed themselves fully to making DEI & B part of their organization’s culture, there are several practical steps they can take towards achieving this goal:  First, create clear policies that define what values your company stands for and how it expects all employees (including those at the top) will act accordingly; second, provide unconscious bias training programs for all employees; third , use data analytics tools provided in our Activating the K.I.N.D Code Specialty Training or launch  internal surveys for measuring diversity, equity, inclusion & belonging metrics regularly; fourth , foster an open dialogue between different departments/hierarchies within your organization; fifth , ensure representation in decision-making processes by involving people from minority groups; finally , implement return on investment (ROI) measures that measure not just products but also people, purpose, processes and profits when assessing success within your organization.

Creating a culture of diversity, equity & inclusion isn't easy - it requires hard work from everyone involved - but when done right it can reap huge rewards for both individuals and organizations alike . It starts with understanding why DEI & B is important both intellectually and emotionally , then taking practical steps such as checking coat hanger bias , conducting unconscious bias training sessions , implementing ROI measures which measure people alongside product outcomes , fostering dialogue between different hierarchies within organizations and ensuring representation across decision making processes . Doing all this will help create an empowering environment where everyone feels heard , respected and valued .  With commitment from everyone involved , you too can welcome yourself into Alphabet City!

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