The Importance of Listening in DEI-B

Originally posted on ProgressiveDiscoveries.com

Thank you for joining Progressive Discoveries on our journey to do our part in making Diversity, Equity, Inclusion and Belonging actionable for organizations.

We are busy! We’re working with organizations that care about being genuinely inclusive work environments for their employees; not for the “business case” (we’ll share more about that in future volumes), but for the “people case,” which shows time and time again, that when people are understood, treated with respect, celebrated for what makes them unique, and encouraged to share their voices, it’s reflected not only in their work, but in their solidarity, commitment and loyalty to their companies.

As a woman of a “certain age,” I’ve had the opportunity to work in many environments: some in-house, many in consulting and all in leadership roles. An interviewer recently asked me, knowing what I now know, what I’d say to my younger, professional self. I had the answer instantly and it’s this: stop talking and start listening. Like most leaders, I needed to “share the vision,” oftentimes without creating the space for people to fully express the factors that contribute to how they live into it.

That organizations are hitting the pause button to take a moment to consider what diversity, equity, inclusion and belonging means for them is encouraging. At Progressive Discoveries, we know that real DEI-B progress requires more than making public statements and merely “taking a look.” It requires summoning the courage to allow the people who actually make the wheels turn, along with the people who lead them, to share their voices.

We’re listening to what people have to say about who they are, where they’ve been and what’s important to them, which informs what motivates them, what they need, and how they respond to day-to-day interactions with peers and leaders at work. It’s not the same for everyone, as five people in the same role reporting to the same person can easily have vastly different experiences. Once we know where people are, we’re better positioned to work with organizations to address the systems, processes and practices that block the benefits of an equitable, diverse and inclusive work environment, where people aren’t forced to conform in order to belong.

We want to help you talk about the experiences people have at work that contribute to how diversity, equity, inclusion and belonging currently show up at your company. Does DEI-B live in ways that benefit your employees, customers and other important stakeholders? Are you sure?

We’ll keep this conversation going and will share what we’re learning, each and every day, from listening. What are you learning?