How to Champion DEI&B Without Budget or Leadership Support

 Cindy Johnson, Co-Founder of Tag4HR

Diversity, Equity, Inclusion, and Belonging (DEI&B) are not just buzzwords; they are essential components of a thriving, dynamic, and successful workplace. As HR professionals, we have a unique responsibility and opportunity to foster these values, even when our leadership team does not prioritize or allocate resources to them. Here’s how you can make a tangible impact on DEI&B through everyday HR activities without needing permission or additional budget.

Leading by Example

As HR professionals, we are often seen as stewards of organizational culture and employee well-being. To effectively champion this, it’s essential that we lead by example. How can we embody this?

• Demonstrate Inclusive Behavior by practicing active listening in all interactions and maintaining respectful communication.
• Implement Fair Practices by building equitable policies and applying unbiased and objective criteria in recruiting.
• Cultivate Self-Awareness and Continuous Learning by regularly examining our own biases and staying informed about DEI&B topics and trends.

Adopting a DEI&B Mindset in All HR Activities

A key step is to internalize a DEI&B mindset. This requires our commitment as HR professionals to self-awareness, self-reflection, and an understanding of our own biases. It is crucial to recognize and challenge our biases to ensure that our work is fair and consistent. By reflecting on our behaviors and decisions, we can identify areas where we might unintentionally favor certain groups or individuals. This ongoing process of self-examination enables us to approach every HR task with the intent to promote diversity, ensure equity, foster inclusion, and create a sense of belonging.

With this intention in mind, here are some practical ways to approach HR tasks:

1. Fair Compensation and Promotion Reviews
• Implement a review process for all salary changes and promotions requests. Use market and internal data to ensure that decisions are equitable and justified, promoting fairness across the organization.
2. Inclusive Recruitment Practices
• Work closely with recruiters to ensure that interview feedback from managers is fair and unbiased. Strive for a diverse candidate pool and ensure that the recruitment process itself is inclusive.
3. Culture Surveys
• Conduct culture surveys to identify gaps in HR processes or procedures. Include questions about day-to-day experiences and whether employees feel safe and able to bring their whole selves to work. Use this data to inform improvements.
4. Performance Review Process
• Revise the performance review process to include questions that focus on self-awareness, motivation, and support. Allow for self-reviews and emphasize the discussion aspect to gather comprehensive feedback and understand where employees need more support.
5. Manager Training
• Provide training for managers on essential soft skills, including self-awareness, motivation, feedback reception, and leadership tailored to individual team members’ styles. There is a lot of free leadership training accessible out there on Coursera, LinkedIn Learning, YouTube, and more. Well-trained managers can create more inclusive and supportive team environments.
6. Focus Groups and 1:1 Conversations
• Conduct regular focus groups or one-on-one meetings with employees to understand their experiences and feelings of inclusion within the organization. This direct feedback can uncover areas where employees feel marginalized or excluded, allowing you to address these issues proactively.

By adopting a DEI&B mindset and applying it to all HR activities, we can make a significant difference regardless of your organization’s official stance on these issues.

A Call to Action: Be the Change You Wish to See

In the words of Mahatma Gandhi, “Be the change that you wish to see in the world.”  Embracing a DEI&B mindset is not just a responsibility but an opportunity to make a lasting impact on the lives of employees and the success of the business.

Imagine a workplace where every individual feels valued, respected, and truly belongs. Picture the innovation, creativity, and collaboration that such an environment fosters. This vision requires each of us to take intentional steps towards it.

So, I challenge you to reflect on your current practices. Where can you start making changes today? How can you incorporate DEI&B principles into every aspect of your HR activities?

The journey towards DEI&B is ongoing, but with dedication and a proactive mindset, we can create meaningful change. The future of our workplaces depends on the actions we take today. Let’s commit to making DEI&B a priority, not just a checkbox. Be the change and watch how your organization flourishes as a result.