WHY INCLUSION SHOULD COME FIRST
Picture this: you’ve finally landed your dream job. The offer letter is sitting on your desk with a shiny six-figure salary that will finally let you pay down those student loans. But before signing on that dotted line, you might want to look beyond the company’s external diversity statistics and diversity, equity and inclusion (DEI) programs. While the workplace is chock-full of DEI lingo, the secret to a successful and diverse work culture isn’t actually putting diversity first, but rather inclusion.
The Current State of DEI
Companies love to flaunt their diversity stats like a badge of honor. But let's be real – a workplace that's diverse on paper doesn't necessarily mean it’s a haven of inclusion and equity. Most DEI programs are more like a headcount contest, focusing on the numbers instead of the real stories and feelings of marginalized employees.
Without creating an inclusive culture, backlash against DEI programs festers and leads to disruption and turnover. Take Lululemon for example. The athleisure company has an "Inclusion, Diversity, Equity, and Action (IDEA)" mission to "expand being well to encompass a culture of inclusion,” however a recent report found that Lululemon has a "corporate culture that is unwelcoming of Black people", according to several employees.
It's like having a gorgeous Instagram feed where everything looks perfect, but behind the scenes? Not so much. This is a classic example of how a lack of deep-rooted inclusion can spark internal chaos and lead to a high turnover, especially among underrepresented groups.
Prioritizing Inclusion:
The key to doing DEI right is by putting emphasis on psychological safety and empathy based on real experiences, not arbitrary numbers.
Psychological safety means creating an environment where people feel comfortable sharing ideas, concerns or mistakes without fear of embarrassment or punishment. When individuals feel psychologically safe at work, they are more likely to speak up, collaborate, innovate, and push themselves outside of their comfort zone.
Psychological safety allows marginalized groups to feel they belong and are valued. Their input shapes a culture where people of all backgrounds can contribute their full, authentic selves. This sense of true belonging, not just representation, should be the goal of every DEI initiative.
How to Train For Inclusive Leadership
To cultivate an inclusive culture, leadership must model the way by promoting inclusive behaviors first before rushing into ambitious diversity and equity goals. Here’s how:
Conduct training in cultural fluency, understanding diverse experiences and non-judgmental listening to help leaders make inclusion a priority in hiring and training
Require leaders to share power and include marginalized voices in decision making. Leaders should co-create DEI solutions with representative groups rather than imposing one-size-fits-all programs.
Help leaders recognize and mitigate unconscious bias by creating safe spaces for open dialog and listening without defense.
Sustainable DEI: Beyond the Checkbox
As we navigate the DEI landscape, it’s time to remix the formula by prioritizing inclusion.When a culture of belonging comes first, diversity and equity will follow in a way that’s authentic and sustainable.
By putting inclusion at the heart of the company, employers open the path for people from all backgrounds to do their best work. Focus on behaviors, not just numbers, to build a workplace where everyone feels they fully belong. And remember: inclusion is a journey, not a destination. At the end of the day, we're all just people wanting to feel seen, heard, and valued.
Now let's go out and make inclusion a trend that never goes out of style!
