“All that you touch you change. All that you change changes you. The only lasting truth is change.”
– Octavia Butler

The Presidential Election will be an epic rematch. TikTok may disappear. Inequity still persists in too many forms to name here. Artificial Intelligence, or AI, is the talk of the town. Economic predictions seem to be all over the map. And to top it off, absolutely everyone is experiencing burnout. Is it safe to talk about ANY of this at work? Do you have a work environment where conversations like these are possible?

It’s clear that the racial unrest of 2020 served as a pivotal awakening for many, spotlighting the undeniable importance of diversity, equity, and inclusion (DEI) in the workplace. As we enter another season of whirlwind change and uncertainty, we will continue grappling with the realities of economic, political, and technological turbulence.

More and more I’m saying to business leaders that 2024 is an exam year for us. It’s a year where we witness whether or not the DEI work that we began in 2020 (or before then) is actually taking root.

In my conversations, most leaders are striving to maintain the flow and focus of their team’s work, facing difficulties in communicating confidently about the future and struggling to ensure that every team member feels valued in an increasingly polarized environment.

2024 will test the effectiveness of your DEI efforts like never before. And companies that heavily invested in and continue to invest in their DEI efforts possess organizational cultures that can withstand what’s to come.

Leaders who embed DEI commitments into their culture and leadership practices and diligently act on these investments have discovered paths to success. They are reaping the benefits, and modeling the type of behavior that is important for others to follow.

Here’s how DEI initiatives have made a difference for some of my most committed partners:

Diversity broadened their skills and experience, and true inclusion enhanced team performance. 

At HandsOn Twin Cities, building a diverse team brought a variety of perspectives, skills, and experiences that were leveraged by prioritizing equity and inclusion. They ensured everyone had the chance to contribute their best work, leading to faster and better problem-solving. This environment continues to help align team efforts more closely with the organization’s objectives.

The inclusion of diverse perspectives improved decision-making.

At Red Wing Shoe Company, incorporating diverse viewpoints in decision-making processes made their strategies more comprehensive and effective. This approach mitigated risks and uncovered opportunities that were often overlooked. As a result, their teams will be better equipped to navigate challenges and struggle less to stay focused on achieving the company goals.

Exposing the team to differences fostered a growth mindset.

At Knock, inc., investing in DEI training for the entire company has paid dividends. There is a deep commitment to using an inclusion mindset to solve company challenges. For them, this thinking allows them to be better positioned to adapt because they continuously foster a culture of learning and flexibility. This mindset of continued education and training has also been vital for keeping the company focused on long-term goals despite short-term disruptions.

Formalizing DEI practices within companies encouraged a culture of continuous improvement.

At Self Esteem Brands, their DEI efforts are creating a brave environment for discussing sensitive issues without fear, which will lead to a culture of openness and trust paving the way for a feedback-oriented culture.

These few examples demonstrate that having an active DEI practice is a strategic asset that can significantly enhance any organization’s performance, resilience, and adaptability.

If you are considering how to achieve similar results, there are concrete actions you can take to effectively integrate DEI work in your business operations. Here’s a short list:

• Overcome any fears or lingering resistance you have about doing or continuing the work.
• Believe in and communicate the importance of DEI work to your organization. This is vital for gaining momentum and ensuring engagement.
• Identifying the metrics that make an impact and learning from the results will guide you to yield tangible positive outcomes.
• Launch the work with leaders and managers, which will lay the groundwork for effective DEI efforts throughout the company.
• Read more about these and other actions to advance DEI work in my December column.

To survive the year ahead, it is necessary for companies to implement effective DEI initiatives. Whether you face similar challenges as my partners or are navigating new waters, a solid commitment to DEI can be a stabilizing force for your organization. If the work is done consistently, it will guide you and your team through any storm.

Until next month,

Seena