Employee surveys are focused on telling a quantitative story. However, there is also a qualitative story beyond the numbers. But be sure it is accurate and fosters a culture of growth in transparency, judgment, and action that centers justice.
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Are you providing a vehicle for employees to share their experiences, emotions, and reality concerning the racial justice movement? Do you have a transparent and straightforward approach to communicate and deliver on your intent to address and eradicate systemic racism? Do you have a simple and clear definition and expectation regarding allyship? How will allyship be incorporated into your behaviors and systems?
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We are living in a time of significant polarization, due to factors such as rapidly changing demographics and immigration patterns, globalization of the marketplace, advancements in technology, and deviations from traditional societal norms of the past. The Physiology of Inclusion™ (POI) is a whole-body system to improve the physical, mental, and emotional health of DEI practitioners and leaders in order to enable them to lead inclusively.
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During a recent cultural competence session I was facilitating, a participant asked: In addressing unconscious bias, what is the difference between empathy and hypersensitivity? The question was posed by a millennial white male who felt that complaints or concerns about unconscious bias, micro-inequities, and covering were the result of hypersensitivity.
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If you are a company seeking to thrive – or even to survive – in today’s market, that is likely not the question you want to ask. The credible evidence from knowledgeable sources on the benefit of gender equity is numerous. Likewise, the consequences faced by organizations on the wrong side of this issue are so real and tangible. The only intelligent answer to that question is an obvious and resounding YES.
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