The Role of Leadership in DEI

We have long been part of workplaces and a workforce at large that has viewed diversity, equity, and inclusion initiatives as aspirational. Something that should be aspired to or worked towards with good intentions being good enough. The reality, however, is that DEI programs within organizations are crucial for addressing challenges facing marginalized employees and how those challenges affect them in the workplace and beyond. 

Far too often, we find these initiatives within organizations to be scattered, reactionary, or performative without truly pushing the needle for better, more inclusive workplaces forward. But who's responsible for this? 

Who should be in charge of creating the programs, ensuring their sustainability, and understanding their impact? 

The Role of Leadership

For diversity, equity, and inclusion programs to be effective, it's up to leadership to set the tone. Leadership is responsible for an organization's culture, meaning they're responsible for creating a culture that prioritizes diversity, equity, and inclusion. 

Leadership should be vocal and visible within their diversity, equity, and inclusion efforts. They should take ownership and accountability for the efforts' success or lack of progress. And they need to create a structure that supports DEI efforts company-wide. 

But it’s not enough to stop there. Who these leaders are, matters. “We need to have the voices of the communities most affected. Their voices need to be centered,” shared Linda Espinosa Valencia with us during a recent Leadership in EDI workshop.

Why it Matters

To create inclusive workplaces, organizations must understand that true diversity, equity, and inclusion are much more than diverse hiring. They must recognize the importance of layered, strategic, and impactful DEI programs that allow everyone to succeed and thrive. 

So why should leadership be leading those efforts? One of the biggest reasons for slow progress or programs that stop at good intentions is the challenge to convince leadership of diversity, equity, and inclusion efforts. While employees across organizations should be part of sustaining DEI efforts, the reality is that these programs move forward or stop with leadership. 

Then, let’s look at the numbers. A Zippia report on Chief Diversity Officer Demographics in the US found that 81.3% of Chief Diversity Officers leading DEI efforts are white. This is a huge missed opportunity to center marginalized voices and allow them to lead the efforts that will impact them the most. 

Moving the Needle Forward

It’s going to take intentional and consistent action from leaders to create more equitable, diverse, and inclusive workplaces. Here’s where we can start:

• Center the voices of the communities impacted. Untapped Leaders should leverage their power to create, lead, and sustain DEI efforts in organizations. 

• Frame DEI as a company-wide framework. Leaders should prioritize creating a safe and supportive workplace for all employees, especially marginalized groups. Create a culture of accountability and allyship throughout your organization. 

• Build diverse teams and put structures in place to support them. Hiring a diverse team is just the beginning. There also needs to be initiatives in place to support them. Things like access to career development resources, mentors, networking opportunities, and more. 

• Be consistent about tracking and measuring efforts. To understand the impact your efforts are making, it’s essential to have methods in place to monitor them. Remember, DEI is more than numbers. Think outside of the box and be strategic in your measuring efforts. 

It’s common and proven knowledge that diversity, equity, and inclusion programs aren’t just good for employees, but they’re good for business. When you put leadership in charge of those efforts and allow the voices of those most affected to lead, that’s how you start to move from intention to action.