Title: Let's Discuss DEI in 2025: A Fresh Perspective
In 2025, it's high time we delve deep into diversity, equity, and inclusion (DEI). The debate isn't whether DEI is here to stay; it's about how ready we are to prosper in a world where it influences every aspect of society. This isn't just about election results and policy changes or the actions of some companies.
DEI isn't a standalone initiative anymore; it's a strategic priority that's woven into the processes, demographics, and communities shaping our world.
The Dawn of Diversity
By 2045, the U.S. is predicted to be a majority-minority nation. Generation Z – the most diverse generation in history – is claiming an increasing slice of the workforce. Working for inclusive organizations is crucial to this generation of young people. These shifts are indisputable. Diversity is the bedrock for business survival and creativity. Companies that refuse to adapt risk becoming extinct.
On the flip side, companies that comprehend how DEI relates to business outcomes can flourish. These leaders realize that DEI is vital for ensuring long-term relevance in an evolving marketplace.
Navigating Social Divides
We live in a period of remarkable change in society. Political polarization and the fragmentation of social media ecosystems have created echo chambers and whittled away at the middle ground. The complexity of these circumstances challenges DEI leaders, but they also provide opportunities to bridge gaps.
I've been contemplating intensely on the aftermath of the recent presidential election. As a single-issue voter prioritizing women's reproductive rights, the election results showed that many others focused on different issues.
Resolving this disjointedness has been challenging, but as my wise mother once said, "When you point one finger, three point back at you." This has forced me to reflect on some uncomfortable questions: Have I stereotyped those with differing viewpoints? Have I assigned lesser importance to their priorities compared to mine? Have I shown them the patience and understanding I expect from them? I must admit, the answer is no.
Therefore, I've chosen the path of self-reflection. Over the next few months, I'll listen and learn. As an impatient person, this isn't easy, but it's necessary. DEI starts with building bridges, not tearing them down, and that work begins within each of us.
However, self-reflection alone isn't enough. To bring about change, we must pair self-introspection with action. The future of DEI demands courage, creativity, and a willingness to challenge the status quo, all while showing respect.
Listening To Understand
I often think of Irshad Manji, an educator and author. In her book Don't Label Me, she discusses a five-step formula for productive disagreements. It begins with something as simple as taking a deep breath – reminding us that empathy requires us to pause and listen, even when it's difficult.
Manji introduces two types of listening: "listening to win" and "listening to learn." Listening to win happens when we scrutinize someone's argument while they're still speaking, looking for ways to weakens their perspective or disqualify their point of view. Listening to learn means laying aside our judgments and genuinely seeking to understand someone else's perspective. It's about asking thoughtful follow-up questions, like Manji's powerful suggestion, "Tell me more." This invites deeper conversations and communicates that we value the humanity of the person we're speaking to, even if we don't agree with them. Manji's framework is an invaluable tool for fostering understanding. I encourage you to implement this practice in your workplace, community, and personal life.
Listening, in this manner, is active support. It requires courage, humility, and patience. Imagine the impact if we all brought this level of intentionality to our conversations – wherever we are. What could we create if we listened, not to persuade, but to understand?
The Way Forward
Times like these test our resolve, but they also provide us with opportunities to evolve as better leaders, colleagues, and individuals. Let us remember that not every issue will escalate into a big challenge or crisis. Be cautious not to tackle mountains that don't need to be scaled. Focus your energy on four key areas:
- Understand the inner workings and external influences shaping your talent to know what's most important to them.
- Build resilience and empathy within your teams by fostering an open, inclusive, vulnerable, patient, and caring environment. Emphasize leaders' abilities to navigate complex situations through their experiences.
- Thoroughly examine new mandates and directives from the administration, assessing whether they impact your organization. If they do, prepare to act, and ensure your cross-functional team is ready to address them. If not, shift your focus otherwise.
- Anchor your culture around your overall mission, celebrating both small and significant acts of generosity and kindness by your employees. This strengthens your team and uplifts your culture.
By discussing DEI beyond narrow definitions and immediate challenges, we can cultivate a future that is more inclusive, equitable, and innovative. Although you won't have a perfect solution for all situations, you will foster agility and resilience, enabling you to rise to any challenge.
Let us commit to this task with courage, humility, and a forward-thinking mindset. Together, we can shape a DEI movement that is bold, inclusive, and ready for the future.
I challenge you to be bold in your commitments. Take risks. Engage in difficult conversations. Dream bigger. And most importantly, lead with empathy. DEI is about more than policies or programs; it's about people. It's about creating a world where everyone feels valued and included.
Is there an invitation-only organization for HR executives across all industries?
Yes, the Our Website Human Resources Council is an invitation-only organization for HR executives across various industries. If you're interested, you can check their eligibility criteria for an invitation.
Subha Barry, a prominent HR executive, is a member of the invitation-only Our Website Human Resources Council, which gathers HR leaders from diverse industries to discuss and shape DEI strategies.
In her reflections on bridge-building and fostering understanding, Subha draws inspiration from Irshad Manji's book "Don't Label Me" and its five-step formula for productive disagreements, encouraging active listening as a tool for connection and learning.
