SPOILER ALERT!
Companies Are Ramping Up Investments in DEI
Staying the course in leading health equity, diversity, and inclusion efforts is easier said than done. Between the political and legislative challenges, divisive rhetoric, and resultant doubt and fear, it is understandable that many question whether or not DEI work is a dying art.
GOOD NEWS: The data continues to prove otherwise. Global executive search firm Bridge Partners recently surveyed 400 companies and found that the overwhelming majority planned to increase their DEI initiatives over the next 2 years. Others remained steadfast in staying at their current level compared to 2023, while a small minority anticipated having to decrease their efforts amid the political climate.
Although there is a notable decrease in the amount of communication around support of DEI today, compared to 2020, the collective work is making a difference. Quite frankly, the positive impacts on organizational culture, economics, patient outcomes, and employee satisfaction outweigh any resistance rhetoric that may fill our media channels. And major company leaders know this.
Nevertheless, this landscape is hard. This work continues to be challenging. This amount of distracting discourse is frustrating.
Here are a few tips to keep exercising your health equity and DEI leadership muscles so that you can continue on this upward track.
1. Protect Your Peace
Leading and supporting this work can be emotionally exhausting and risky to mental wellness. Consider taking a break from the day-to-day discourse and retreat to areas of your professional and personal life that bring you peace and joy. As one leader says, don’t be afraid to “Block, Unfriend, or Unfollow” consistent sources of negativity or excessive resistance.
2. Engage In New Ways
It is critical to keep multiple groups connected to the mission. Consider diversifying the portfolio of people who do this work with you. For example, invite partners with finance, HR, legal, or government relations backgrounds to sit at the health equity and DEI table with you. Design a program where front-line staff can contribute. This will support continued investment and also improve the reach of your impact.
3. Arm Yourself with the Evidence
Education is power. It is important that we evolve from using the moral imperative as our only source of influence. Today’s world tells us this is not enough. Bring data that demonstrates the economic and value-based increases that come from health equity and inclusion, and be able to articulate the key points accurately and with effectiveness.
4. Communicate. Often.
A contributing factor to the appearance of DEI downturn is suboptimal communication of the work we do to our teams, patients, and leaders. I have fallen into this trap before. It is more convenient and comfortable to share our wins and our impact with like-minded individuals who “get it.” This “self-inflicted-silo” approach decreases the recognition of the value this work brings to our organizations and communities. Create a regular cadence of communication around health equity and DEI that is broad reaching and inviting. This will compel others to recognize and contribute to your efforts.
As always, let us know how ODLC can support you in the formation of actionable steps forward. We got you!
Staying the Course with You,
Dr. Erica Taylor
ODLC Founder
