Holistic Diversity Management Frameworks

"The language of #diversity, #equity, and #inclusion might change, but impactful work will not." This was the hopeful refrain of many as anti-DEI backlash and political attacks ramped up against this critical work. But as the months drew on, I wasn't seeing any compelling new language. Leaders were watching and waiting, hoping that a new framework would organically emerge that could protect our impact while being more defensible against political attacks. So I started creating that framework myself. The FAIR Framework, standing for Fairness, Access, Inclusion, and Representation, officially launches today in a new feature article for the Harvard Business Review. I wanted to create something that could build on the best of effective DEI work, discard the performative noise, and be firmly comprehensible and defensible by any leader. And after countless hours of research, it boiled down to 4 tenets: 🎯 Outcomes-Based, focused on measurable results rather than flimsy signals of commitment. 🌐 Systems-Focused, using change management to shift workplace systems, rather than surface-level awareness. 🔗 Coalition-Driven, seeking to engage the collective rather than delegating the burden of blame or change onto cliques. 🌱 Win-Win, communicating the benefits of healthier organizations for everyone, rejecting zero-sum framing. FAIR work looks like challenging discrimination in pay, hiring, and promotions, and ensuring that workplace systems set everyone up to succeed. FAIR work looks like removing barriers to participation, using universal design principles to build for all, and including users in every design process. FAIR work looks like creating a workplace culture that recognizes people's differences and ensures a high standard of respect, value, and safety for all. FAIR work looks like participatory decision-making, transparent communications, and strong track records of promises kept and trust maintained. I designed FAIR to be something any leader and practitioner can use—so long as your work meets the core tenets. If I'm being frank, however, a good deal of work calling itself "DEI" does not pass the test. The feel-good trainings with no impact measurement, the never-ending coaching services trying to "fix" the individual but never the systems holding them back, the blame-and-shame strategies that trade a moment of vindication for months of backlash; if we are to survive this moment, we cannot take this kind of "DEI" work with us. I put this framework out into the world with a healthy dose of pride and anxiety. It is far from perfect. It will certainly evolve as practitioners iterate and improve on it. But I truly believe that this is exactly the kind of rigorous, defensible framework leaders need right now to weather this storm and emerge with their impact intact. I hope you find it useful as you seek to do the same. A free gift link is in the comments—please share if it resonates.

This 5 step framework gets my clients SUPER clear on Diversity We use this everyday: It’s called PICOC Population: Who are talking about specifically? Intervention: What are we planning and how? Comparison: Who or what are we comparing ourselves to? Outcome: What do we want to happen? Context: What are the circumstances? This allows you to get specific. This increases your chances of getting a result you want. This is Evidence Based Inclusion and it’s tactical. Instead of saying: "we want more Diversity at work” You can say: "We want Asian Women in Full Time Equivalent Senior Leadership Roles to increase by 25% within 18 months. We’ll achieve this through lateral hires, Rooney Rule style panels and amending the bonus packages of hiring managers. This project is going to be piloted in the UK Finance Team and we’ll review the results.” I’m oversimplifying but you get the point. This answers some important questions and makes you specific: - Population: Asian Women in Full Time Equivalent Senior Leadership Roles - Intervention: Lateral hires, Rooney Rule style panels and amending the bonus packages of hiring managers. - Comparison: Ourselves 18 months prior - Outcome: Asian Women in Full Time Equivalent Senior Leadership Roles to increase by 25% within 18 months. - Context: UK Finance Team as a pilot Even if you're not responsible for doing this stuff at work You can use this to hold people accountable. Is this something you can try yourself?

DEI will not DIE unless we let it. Last year I introduced my 5C’s framework to creating culture-centric, impactful, diverse and inclusive brands. I challenge you all to apply these concepts to your personal brands and companies. If you’re interested in a real life example, check out the Topicals post pinned to my profile. Recap 💡Here are my 5C’s: Connection, Community, Culture, Consciousness and Cause. Here's how you can lead using the 5C's framework: 👉🏾 Connection: Establish emotional connections with your audience by highlighting diverse leadership and sharing authentic stories that resonate with their values and aspirations. Be genuine, only connect in ways that are authentic to your values and beliefs. 👉🏾 Community: Engage and grow your community through events and initiatives that promote inclusivity, belonging, and interaction among members. Get out in the communities. Listen and learn. Truly experience the communities you are wanting to engage with. 👉🏾Culture: Integrate cultural elements into your brand through strategic partnerships, social media content, and events that celebrate diverse cultural moments and icons. Become a true student of culture. Learn why ideas and beliefs were formed. Be able to speak to what shaped the culture. 👉🏾Consciousness: Prioritize ethical and sustainable practices in product development and business operations, ensuring transparency and commitment to environmental and social responsibility. 👉🏾Cause: Align your brand with meaningful causes that reflect your values and resonate with your audience, advocating for social issues and supporting relevant organizations through partnerships, donations, and awareness campaigns. DEI is more than putting a black face in a role or marketing campaign. #dei #diversityandinclusion