Are Your Organization’s DEI Efforts Superficial or Structural?

Can organizations determine if their DEI initiatives are scaffolds or performative solidarity, or if they are positioned to put racial and gender equity at the center of the company's core values and move the needle on change? Organizations have to resist the idea of leaving DEI scaffolds in place. The framework described by the authors is intended to help leaders move DEI to something deep within the organization. Asking if we are giving equitable access to career opportunities is included. Do we promote a culture of allyship? Did we make a public commitment to DEI? We don't know how we'll measure our progress. Leadership teams can use these questions to self-examine and create an equitable work environment based on a culture of shared responsibility and accountability.

A program, office, or title are not diversity, equity, and inclusion efforts. They can't rest on one person. DEI doesn't bring about substantive change for a lot of organizations. Scaffolds are not part of the structure.