We’re noticing that nationwide and globally, organizations are leveling up in this area, especially as it relates to pro-DEI (Diversity, Equity, & Inclusion) training. There is a particular push for equipping executives with knowledge and self-awareness around unconscious bias in the hopes that they might become more inclusive leaders.
This move is certainly well-intended, but the truth is…those hopes may be misplaced. That’s because one-off trainings touting gender and racial diversity are not transformative. In the same way that simply knowing that weight training is beneficial won’t increase our strength or flexibility.
Most DEI programs will expand a person’s awareness. That’s a great start, too. Learning the facts about the impact of diversity or becoming more tuned in to personal biases (which everyone has) – that has merit. However, to achieve behavioral, cultural, and systemic change, organizations will need to change their approach and perspective towards their inclusion initiatives.
Talking Talent’s DEI Executive Coaching focuses on shifting behaviors and mindsets to create a more inclusive culture.
Our core priority is to help leaders make a powerful impact in these 3 critical DEI areas: allyship, anti-racism, and inclusive leadership.
Here’s why:
All humans have unconscious bias. The key is to increase self-awareness and then move forward with intentional allyship actions. The 2021 Women in the Workplace Report revealed some stunning revelations concerning allyship. The study found that although 77% of white employees consider themselves as allies, less than half are engaging in consistent allyship actions. So, yes good intentions are there, but perhaps more information and insight is needed around what it looks like to make allyship a practice – versus it being only a proclamation.
Because allyship is just that – a practice. One where a person of any privilege purposely uses their influence to support and benefit a marginalized individual and/or a group of people. Leaders who aspire to improve in in this area are committing to a process of learning and unlearning, self- accountability, relationship building, and intentional action. For them, allyship is not a title or identity to claim. It’s one that is earned.
For the most part, executives are a part of the majority and have little to no lived experience with being marginalized or victimized due to racism and/or microaggressions. Their backgrounds and perspectivesmay be different from that of the diverse talent on their team, but many of these leaders are eager to build the empathy and skills needed to create equitable, respectful work environments that disrupt bias and shred skewed systems. But how do they get to that?
One way is to do the work of implementing fair management systems that help to improve retention and create an environment where employees from marginalized groups can thrive and perform at their highest level. Diverse talent needs to see and feel support at the individual, interpersonal, team, and organizational levels. Leaders need specialized training for delivering that.
As organizations implement diversity, equity, and inclusion strategies, it is the leaders within the organization who bring that strategy to life. That’s why it is so crucial for them to have a deep understanding of the key role they play in building an inclusive work culture.
And this is especially true of executives who have been asking themselves questions like:
- “How can I be more equitable?”
- “What are my strengths AND gaps in being inclusive?”
- “Is there a safe space for me to explore my own personal beliefs without judgment?
These leaders are looking for actionable steps, a roadmap that guides them along the way in creating a culture of belonging for all their employees.
The right kind of DEI coaching can help a company’s key players expand their vision for becoming the inclusive leader they aspire to be, while at the same time inspiring a top-down culture shift.
Talking Talent’s customized and collaborative approach to DEI leadership development helps leaders leverage their strengths, as well as identify their areas of greatest opportunity for growth – whether that’s in the area of allyship, anti-racism, or inclusive leadership. We then partner with them to operationalize a DEI strategy that best supports their people and aligns with company values.
Ready to level up your DEI coaching for executives? Together, we can build a clear strategy that ultimately leads to successful, measurable outcomes in productivity, retention, and progression. Let’s talk.
