Revitalizing Diversity, Equity & Inclusion in a Non-Profit HR Department

Discovery: Upon examining the DE&I practices at various organizations, it was identified that key challenges centered around fostering genuine dialogue, balancing leadership, and addressing biases. These areas were found to influence the effectiveness of DE&I initiatives, employee engagement, and overall organizational culture.

Dialogue: In-depth discussions with leaders revealed that successful DE&I implementation requires addressing anxieties, assumptions, and attachments. The PRIMED approach (Permeability, Reflectiveness, Inclusion, Measured approach, and Emotional capability) emerged as crucial for facilitating transformative dialogue. These elements help create an environment where diverse perspectives are valued, and biases are acknowledged and addressed.

Epiphany: The transformative power of engaging employees in DE&I efforts became evident when organizations utilized approaches like the GE Workout methodology. By empowering employees to share their ideas and take immediate action, organizations witnessed significant improvements in creativity, productivity, and morale. This approach highlighted the importance of decentralized and inclusive DE&I strategies, where all employees contribute to and feel ownership of the change process. Dr. Brendel turned this case study into a book chapter in Rethinking Organizational Diversity, Equity and Inclusion, which is now use to inform workshops on revitalizing DE&I initiatives.