|
Building a workforce of people with a range of differences can present a unique challenge to today’s leaders. The socio-cultural context is a dynamic yet invisible force that shapes the workplace. The great resignation period that we are experiencing in the non-profit sector is an indicator that we have work to do in creating thriving work environments. It is so important to prioritize cultural competency and inclusive practices. Acknowledging and investing in your teams and your employees will help to ensure each individual staff member is seen as a unique and distinctive contributor.
The goal of DEI&B is for us to be able to move beyond our obvious differences to find our essential or core connections, regardless of differences in ability, personality, gender identity, racial and ethnic origins, life experiences, beliefs, and neurodivergence. This is the challenge and the opportunity that strategic DEI&B presents. Promoting diversity has become politicized and many of us don’t even know what it means any more. I suggest we turn our focus to cultural competency as the lens through which we understand the value of human diversity. The practice of seeing and valuing differences and celebrating everyone in their own individual context. Moving beyond our differences and establishing a welcoming workplace that enables everyone to contribute.
Cultural competency promotes cohesion and ignites the warmth of belonging. This is the BIG idea and the goal of DEI&B. Having a DEI&B strategy and developing practical ways to apply your values in the workplace depends on a leader’s ability to foster or create of a culture of inclusion. Creating something new, and diverse has its own rewards. Creating successful teams is the midst of dynamic differences can be a rewarding challenge for today’s leaders. Leaders should lead – start with your own workplace and build a culture of belonging! DCM can help!
| 
