Measuring Inclusion: Activism Beyond Numbers
In the wake of global protests for social justice, corporate America expressed newfound commitments to diversity, equity, accessibility, and inclusion (DEAI). But as time has passed, the resilience of these promises began to wane, reflecting the underlying resistance to real change within many organizations. DEAI officers, brought in to address systemic inequities, are silenced, under-resourced, and even being phased out altogether. This leaves an even larger void in the pursuit of genuine inclusion. In this article, we delve into the complexities of measuring inclusion and why corporate activism must go beyond mere numbers and superficial gestures.
The Fallacy of DEAI Officers
Hiring DEAI officers seemed like a step in the right direction, but their effectiveness was limited from the start. These officers – often departments of one – were tasked with changing hiring practices, holding accountable racist managers, promoting diverse representation in leadership, and changing culture within entire organizations. However, they often lacked the necessary power, influence, and resources to begin the process of promoting real change. Who is held accountable with executive teams and boards of directors ignore and worse systematically disempower those in DEAI roles. Often, these positions became an exercise in performative activism, providing a facade of change without substance.
How AEG Can Help
AEG understands that DEAI is never the responsibility of one person or team within an organization. In order to create any meaningful change that promotes equity, entire teams must take on the work of DEAI. Our consultancy offers comprehensive Equity Audits, diving deep into organizational structures to identify systemic inequities and provide actionable strategies for genuine change. These strategies extend to every single person in the organization – and are designed to streamline work rather than create more of it. You read that right. Weaving DEAI into your workflows can actually make your work more efficient.
The Real Driver of Change
Systemic change cannot solely rely on DEAI officers and a few squeaky wheels; true equity necessitates a fundamental shift in leadership. Rather than merely focusing on appointing a few BIPOC staff members, true progress lies in sharing power, authority and resources in staff, audiences, partners, and communities who are underrepresented and historically marginalized. This requires emotional commitment and financial investment. The result? Organizations that prioritize equity and inclusion from the top down, bottom up, inside out, and outside in.
How AEG Can Help
AEG conducts world-class Ecosystem Research and fosters high-impact Partnerships, helping organizations identify and amplify the voices and needs of their audiences. Our bespoke initiatives are designed for each unique organization, team, and audience to ensure maximum impact.
Public Outcry and the Accountability Factor
Public outcry has historically been a catalyst for corporate action. When companies faced public pressure, they responded by hiring DEAI officers and making donations to social justice causes. However, the public's attention often wanes, leading to a lack of accountability and consequences for organizational change. This cycle perpetuates the status quo, and leaders revert to old habits once they perceive the social pressures to have subsided.
How AEG Can Help
AEG assists organizations in navigating public perceptions by developing authentic Communications Strategies. We guide you in maintaining momentum even after the public spotlight has shifted. By constantly and transparently sharing your authentic progress on the DEAI front with the public, we help our clients build trust and two-way communications with their audiences.
Diversity as a Fad
While some in corporate America may see diversity as a passing fad, their actions reveal a more profound reluctance to embrace genuine inclusion. Many leaders resist making change for what they perceive as a passing whim and will only act when they fear the consequences of being left behind by society. This reactionary approach places the onus on external forces to drive change, rather than proactive leadership from within.
How AEG Can Help
AEG's commitment to using DEAI strategies to support retention, capacity-building, and organizational growth often make embracing authentic DEAI more palatable to leadership. In short, when we can prove there’s something in it for them, we can start to plant the seeds for DEAI-focused change. However, at AEG, we also know that promoting DEAI truly does have a positive impact on everyone and we’ve made it our mission to help foster personal investment in DEAI, even among historically White and White-led organizations.
Reevaluating Approaches
Merely hiring DEAI officers or conducting diversity training is not enough. Companies need to conduct regular equity audits that scrutinize workforce demographics, hiring practices, and culture. Holding leadership accountable for tangible results is essential to foster real transformation.
How AEG Can Help
AEG's expertise in Program Assessment & Evaluation ensures that your initiatives yield tangible results. We guide you in reevaluating approaches, and providing strategic insights for real transformation.
Measuring Inclusion: Beyond Numbers and Gestures
We need to embrace a deeper and more nuanced approach to achieve inclusion. Remember, change isn’t the hard part. The hard part is wanting change and believing it’s possible. With AEG in your corner, we’ll help you transcend lip service and embrace authentic and lasting change.
