How to Address Challenges in Diversity Leadership

If you're a leader who works in or cares about #diversity, #equity, and #inclusion, let the one thing you read today be my latest piece for the Harvard Business Review: What Needs to Change About DEI—and What Doesn't. Link in the comments. In the past few months, I've worked with dozens of leaders to navigate the most recent wave of anti-DEI backlash and misinformation. The same tough questions come up: "How do I keep my commitment to DEI alive without getting bogged down in controversy?" "Should I change how my organization does DEI in response to this moment, and if so, how?" This article sums up the guidance I've given to these leaders, and I'm sharing it with all of you in the hopes it will help your organizations meet the moment as well. DEI needs to change, but not in the way its loudest detractors think. ⚡ What Needs to Change ⚡ ❌ Clumsy, Jargon-Heavy Communication Drop the buzzwords. Diversity efforts build workforces that reflect the communities they serve by giving everyone a fair chance to enter and rise through each level of our organizations. Equity efforts design organizational systems and processes that prevent discrimination and equip everyone with the resources they need to succeed. Inclusion efforts create working environments where everyone is treated respectfully and is valued for their unique contributions and backgrounds. When we don't communicate clearly about our own work, misinformation fills that void—to everyone's detriment. ❌ Disconnected and Decoupled DEI Goals and Programs Stop with the endless stream of programmatic events. Integrated DEI strategy beyond "food, fun, and flags" looks like embedding inclusive leadership competencies into promotion and performance evaluation criteria, establishing respectful communication norms, setting department-specific inclusion and equity goals, implementing pay equity audits, expanding employee benefits, and investing in accessibility throughout the product design process. ❌ Nonexistent or Vanity DEI Measurement We've spent decades asking "how much our workshop attendees enjoyed the experience," and yet systemic racism, sexism, and inequity is still alive and well. I want to see us pre- and post- testing our interventions. Using demographic analysis to identify inequities throughout our organizations. Setting target outcomes for our DEI strategy. A/B testing the initiatives we roll out. Holding department leaders responsible and accountable for the DEI outcomes under their watch. ⛰️ What Shouldn't Change ⛰️ 🌱 Responsiveness to Broader Society 🌱 Commitment to Healthy Organizations 🌱 The Belief That We Can Be Better DEI can and should evolve. So long as leaders maintain our commitment to healthy organizations above all else and stay strong in our belief that we can achieve a better world for all of us in our future—rather than deluding ourselves into thinking it existed in the past—we can continue making impact with our heads held high.

To build your management toolkit, practice Microvalidations. Why? Culture--or the organizational context of work--can greatly enhance or detract from team effectiveness. When I speak to organizational leaders, they indeed value having their team members feel included. Yet, as the latest LeanIn McKinsey Women in the Workplace report and years of social science studies show, our cultures do not always deliver on the intention of inclusion. Instead, interruptions, stereotypical comments, and stolen or overlooked ideas can be quite commonplace in team dynamics. The frequency and negative impact have been shown to be much higher for people from marginalized groups, including women, people of color people from the LGBTQ+ community and people with disabilities. So, what can you do? I love these ideas from Prof. Laura Morgan Roberts, or positive actions managers can take to deliver on their intention of inclusion. Focus on what Roberts calls microvalidations. These are affirming actions that can help managers and teams create cultures where people feel valued and can effectively contribute to the team. These straight-forward actions, when done regularly, can become the good habits to foster inclusion. Here are Prof. Roberts’ microvalidations: ◾ Acknowledge presence. Women or people of color are often assumed to be of lower status when they walk into a room and are greeted with silence, not given full attention, or are interrupted, Roberts says. Give a nod or a warm smile and make eye contact. When someone is speaking, put away your phone and close your laptop. ◾ Validate identity. Refer to people as they want to be referred to. Don’t use nicknames or anglicize names that are harder for you to pronounce, Roberts said. ◾ Voice your appreciation. Share in real time when colleagues make important contributions, even if they are disagreeing with you. Highlight achievements to other members of your organization, whether the individual is in the room or not, Roberts said. ◾ Support leadership and growth. The leadership of managers and executives who are not white and not men is often challenged so women and people of color don’t get the same opportunities they need to grow and aren’t given the respect they deserve, Roberts said. Express confidence in their leadership, acknowledge the challenges they face, make introductions to key contacts and provide encouragement and coaching. Together, action by action, we can indeed build team contexts in which people can do their best work and be valued for their contributions. #diversityandinclusion #womenleaders

What No One Tells You About Leading Diverse Teams Leading a diverse team is an exhilarating journey filled with both challenges and profound learning experiences. When I first stepped into a leadership role, I nearly derailed a major project due to my own hidden bias. One of my team members felt disrespected by my direct communication style. It took multiple conversations and adjustments for us to finally understand each other and successfully complete the project. This eye-opening experience highlighted how important it is to be aware and adapt to communication differences. Here are some lessons I’ve learned: 📍 The Struggle is Real: Leading diverse teams is not always a seamless experience; it demands consistent effort and commitment. 📍 Frequent Misunderstandings: Diverse cultural backgrounds bring varied communication styles and expectations, often leading to misunderstandings. 📍 Trust Takes Time: Building trust in a diverse team is a gradual process, as you navigate through different cultural norms and values. 📍 Conflict is Inevitable: But it can be constructive if approached with sensitivity and openness. 📍 Assumptions Are Dangerous: Never assume that everyone shares the same cultural references or viewpoints. 📍 Patience is Essential: Adapting to diverse working styles requires patience and flexibility from everyone involved. 📍 Cultural Sensitivity is a Mindset: It’s not just a skill; it’s about a continuous willingness to learn and adapt. 📍 Tailored Feedback: The method of giving and receiving feedback can differ significantly across cultures. 📍 Inclusion is More Than a Buzzword: It’s about creating an environment where everyone feels valued and heard while being accountable for their contributions. 📍 Success is a Shared Journey: Leading a diverse team means celebrating the unique contributions of each member and leveraging these differences to achieve common goals. Embrace the complexities of leading diverse teams. The rewards of understanding and leveraging cultural differences far outweigh the challenges. Ready to elevate your leadership skills? Connect with me to explore strategies for leading diverse teams effectively and transforming your organizational culture. 💬 Share what you’re learning in your leadership journey ♻️ Share the knowledge with your network 🔔 Follow Loren to learn more about thriving IRL

As many of my dear friends and colleagues have already shared, I've attempted to share with you some of the strategies that have served me and former organizations well as we navigated uncertainty and change. Maintaining resilience, clarity, and strategic focus are all essential to staying the course. With the evolving political climate and executive orders aimed at curtailing DEI efforts, practitioners must adopt a mindset that is both adaptive and unwavering in their commitment to enriching inclusive workplaces. Here are key suggestions for strengthening your mindset: 1. Stay Rooted in Core Values Reaffirm why you do this work. DEI is about fairness, opportunity, and business success—not just compliance. Anchor yourself in the business case for diversity—improved innovation, engagement, and financial performance. Let your values guide your actions, even when policies shift. 2. Adapt and Evolve Resilience over resistance: Instead of feeling discouraged, see this as an opportunity to reframe and strengthen DEI efforts. Shift the language where necessary—if “DEI” becomes politically charged, focus on “inclusive leadership,” “belonging,” or “team effectiveness.” Be strategic: How can your DEI efforts tie directly to organizational success in a way that leaders can’t ignore? 3. Leverage Data and Evidence DEI is not just a social movement; it’s a business imperative. Use workforce data, engagement surveys, and market insights to show its value. Help organizations understand that equity leads to better decision-making, retention, and brand strength. Frame initiatives in terms of risk mitigation, innovation, and talent competitiveness. 4. Build Strong Coalitions Cultivate executive champions who see DEI as essential to the company's long-term success. Engage ERG leaders, allies, and HR professionals to create sustainable, grassroots DEI momentum. Foster peer networks of other DEI leaders for shared strategies and emotional support. 5. Reframe Setbacks as Challenges, Not Defeats Resistance and setbacks are not indicators of failure—they are expected hurdles in transformational work. Use opposition as a chance to educate and influence differently. Take a long view: What progress can be made even in restrictive environments? 6. Prioritize Self-Care and Boundaries DEI work is emotionally taxing. Burnout is real. Set boundaries with your time and emotional energy—not every battle is yours to fight. Find joy and motivation in small wins. Celebrate progress, even if incremental. 7. Stay Informed, Stay Agile 8. Lead with Courage and Conviction This work has never been easy, but progress has always been made by those who refuse to give up. Recognize that history is on your side—the arc bends toward equity, even if the path isn’t linear. Be a practical optimist—realistic about obstacles but unshakable in belief that inclusion benefits everyone. #Inclusionmatters

DEI leaders are facing more resistance than ever. As we all grapple with the growing uncertainty in our industry, I've spent countless hours researching the right language, fine-tuning Perfeqta’s strategies, and pivoting to help my consultant network stay ahead of the recent rollbacks. I've been in constant conversations with other professionals, putting our heads together to navigate this and continue to support our clients and organizations. I know it’s overwhelming. I’ve felt it too. Here’s where I’ve landed so far: 1. Don’t wait too long to adjust to a changing environment. Evolving is crucial, and the longer you stick to what’s comfortable, the harder it becomes to navigate shifts. 2. Stay informed on legal compliance. Keep your initiatives aligned with evolving policies. Work with legal counsel to assess any necessary adjustments while protecting your core DEI efforts. 3. It’s also Black History Month. I’m reminded that leadership has always required resilience in the face of adversity, but growth doesn’t happen when you’re running on empty. To lead others, you have to first lead yourself. 4. Get crystal clear with executive leadership Ensure that business leaders understand the long-term value of DEI. It's not just about compliance, but about performance, innovation, and engagement. 5. Adapt the language if necessary If “DEI” is facing pushback in your organization, consider reframing the language without diluting the intent. Ensure that the work continues, no matter the term used. 6. Prioritize your well-being. Leading in a polarized environment is exhausting. Set boundaries, build a support network, and take care of your mental and emotional health. This work requires us to sustain ourselves so we can continue leading with impact. Leadership today is about striking the balance between observation and action. The future of DEI may look uncertain, but the need for inclusive, equitable workplaces has not changed.

In my prior job, I had a staff person that some folks found difficult to communicate with. I encouraged them to consider the cultural differences between themselves and the staff person. Communication styles vary widely across cultures. What might seem clear, direct, and respectful to one person could come across as unclear, indirect, or even blunt to another. It’s crucial to recognize that what’s "clear to you" might not be "clear to them" due to these differing cultural norms. When faced with communication challenges, I encouraged my team to consider a few things: Observe Patterns: Notice if the communication style is consistent with others from the same cultural background. Ask Open-Ended Questions: Engage in a conversation about communication preferences to better understand where the other person is coming from. Self-Reflect: Consider your own cultural biases and how they might influence your perception of others' communication styles. By taking these steps, we not only improve our communication but also strengthen our team dynamics. Instead of viewing these challenges as obstacles, we should see them as opportunities to learn, grow, and enhance our cultural competence. Creating an environment where we acknowledge and respect cultural diversity can significantly improve collaboration and foster a more inclusive workplace. Effective communication isn’t one-size-fits-all. Let’s embrace the richness that cultural differences bring to our teams and learn from each other. #Leadership #DiversityAndInclusion #CulturalCompetence #Teamwork

One of the biggest issues I keep seeing is that more leaders are working towards compliance instead of commitment. Which leads to a huge engagement problem. Gallup reports that 67% of employees aren’t engaged at work—and it’s clear why when you look at the environments leaders are creating. In my conversations with clients, certain symptoms keep popping up that are feeding this disengagement. Leaders are overwhelmed, and anxiety runs high. Many are transitioning from individual contributor roles into management without the training they need to succeed. Pushing them into crisis mode, where everything feels urgent and chaos takes over. Another major issue is the absence of curiosity. Leaders aren’t asking deep enough questions or exploring the root of problems. Instead, they fix surface-level issues, which only leads to the same problems resurfacing later. To add to this, meetings are often unproductive—just creating more stress and follow-ups—while a defensive posture shuts down real communication, making people feel guarded instead of engaged. So what’s the fix? 1. Gain awareness: Acknowledge if this is happening in your organization. 2. Make it a priority: Commit to fixing these issues, starting at the leadership level. 3. Identify key gaps: Dig into the root causes and uncover where things are breaking down. 4. Develop a plan: Create a structured development plan for your leaders and invest in the right support to make lasting changes. Until we invest in developing their leaders, these engagement issues won’t go away. #leadership #communicationtraining #leaderdevelopment