Insights from Dr. Mary Clare Race at the MAD World DE&I Summit, London, UK October 17, 2024
Insights from Dr. Mary Clare Race at the MAD World DE&I Summit, London, UK October 17, 2024
Imagine standing at a crossroads with the path ahead lined with both opportunities and challenges alike. That’s the landscape of diversity, equity, and inclusion (DE&I) today. At the MAD World Summit, Dr. Mary Clare Race, CEO of Talking Talent, took the stage to discuss how organizations can navigate the complexities of DE&I, and this article dives into key takeaways from her discussion on “Delivering a Meaningful DE&I Agenda.”
A Pivotal Moment for DE&I
We’ve found ourselves at a critical juncture in the DE&I journey. Many organizations face backlash from initiatives that missed the mark, leading to skepticism and frustration. Dr. Race emphasized that a more thoughtful, research-driven approach was necessary for future DE&I success, “there’s some accountability we must take for rushing to quick solutions for DE&I issues when, if we had taken time to look at the research, we would have known they wouldn’t work.” Moving forward, she believes that aligning behind the scientific research of behavioral psychology of human connections offers a way to create DE&I outcomes that truly make a difference.
The Universal Need for Inclusion
At the heart of DE&I is a fundamental human need for connection. Dr. Race reminded attendees that everyone has felt excluded at some point in their lives and that experience does not always lead to the most warm and fuzzy feelings. This feeling of disconnection highlights the importance of DE&I not just for business success, but for creating workspaces where all individuals feel valued and connected. Inclusion is hardwired into our brains—it is a basic human need that touches the core of the human experience. And when workforces can work well together, in an environment of trust and belonging, productivity increases.
The Business Case for DE&I: Evidence Over Emotion
One of the most compelling points Dr. Race makes is the need to base DE&I initiatives on data and evidence. There is substantial research showing the positive impact DE&I has on business outcomes, from improved employee engagement and higher staff retention rates to better financial performance. Many organizations have approached DE&I in reaction to societal events, making their efforts feel reactive rather than strategic but data shows that investing in DE&I yields positive business outcomes.
Good Intentions, Mixed Outcomes with Outdated DE&I Initiatives
While many organizations have approached DE&I with good intentions, the outcomes have often been hit or miss. Dr. Race highlighted that some well-meaning efforts have unintentionally caused division, instead of fostering unity, like the exclusion of white men in DE&I efforts, or by focusing too exclusively on certain underrepresented talent groups. Rather than creating inclusive environments, some strategies have widened the gaps they sought to bridge. It’s become essential to rethink strategies that foster true unity and inclusion, meaningfully.
Leadership as the Heart of Sustainable DE&I
Strong leadership plays a vital role in a successful DE&I agenda. It isn’t just a nice-to-have, it’s a must-have, Dr. Race insists. When leaders treat DE&I as a core component of their business strategy, it becomes easier to integrate it into the organization’s fabric and culture, and then the efforts aren’t siloed within HR. She believes that everyone bears responsibility within the entire organization to make DE&I outcomes work.
A Call to Action: Rethink DE&I
Looking forward, Dr. Race calls for a shift in the way DE&I is approached, providing eight insights into a clear roadmap for organizations to follow as they navigate the future of DE&I:
- Shift focus and move away from quick fixes and reactive measures in response to societal pressures
- Develop sustainable strategies and create research-driven strategies that effectively address inequalities without causing further division
- View DE&I as a strategic investment with initiatives that enhance business outcomes that drive innovation rather than as secondary priorities
- Foster unity and prioritize solutions that bring people together and promote inclusivity
- Commit to the long term and realize that DE&I is not a short-term project or a box to check off, it’s a strategic necessity
- Invest in evidence-based strategies that rely on data and research to guide DE&I initiatives for better outcomes
- Empower leadership and equip leaders to champion DE&I efforts that foster a culture of inclusion
- Move from intention to action and focus on building meaningful DE&I programs that are sustainable and impactful for the long term
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