As a coach and a clinician, I’ve seen firsthand how workplace culture impacts mental health, productivity and one’s personal life. A workplace should be a space where people feel valued and safe to be their authentic selves. Central to this is a commitment to diversity, equity and inclusion (DEI).
DEI is not only applicable to women, people of color and the LGBTQ community, but also can apply to men who are in a work environment dominated by employees that are of different backgrounds than them.
Recent political directives aimed at curtailing DEI initiatives have made these principles and guidelines more challenging to sustain.
Here are some ideas to maintain alignment with these values while navigating a complex political landscape.
Reaffirm Core Values: Leadership and management should affirm the organization’s commitment to DEI regardless of external directives.
Compassionate Workplace: I always encourage organizations to adopt practices to create a space where employees feel supported. It’s important to make sure a range of perspectives are put forward in the workplace. If an employee seems to be sitting back without speaking, make sure to ask them for their input.
Mental Health as a DEI Issue: Mental health is often overlooked as a DEI issue. Marginalized employees who experience work environments full of microaggressions and inequities can develop burnout. It can be important to request cultural competence training from your HR department or EAP.
Innovation versus Compliance: Use storytelling and team building to show diverse perspectives. Mentoring programs, community engagement and employee led resources can serve to promote DEI.
Additionally, a holiday potluck can be an opportunity to tell your cultural story via a presentation about your food and the meaning.
Partner with Experts: Sometimes external consultants need to be brought on to address biases, tensions and employee needs. How can management support all employees while maintaining the mission of the company?
Moving Forward: Navigating political and social challenges can be daunting, but at this time in history, our values matter most. By staying committed to DEI principles, we create healthier workspaces and position ourselves as ethical leaders in our industry.
Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.
DEI is not only applicable to women, people of color and the LGBTQ community, but also can apply to men who are in a work environment dominated by employees that are of different backgrounds than them.
Recent political directives aimed at curtailing DEI initiatives have made these principles and guidelines more challenging to sustain.
Here are some ideas to maintain alignment with these values while navigating a complex political landscape.
Reaffirm Core Values: Leadership and management should affirm the organization’s commitment to DEI regardless of external directives.
Compassionate Workplace: I always encourage organizations to adopt practices to create a space where employees feel supported. It’s important to make sure a range of perspectives are put forward in the workplace. If an employee seems to be sitting back without speaking, make sure to ask them for their input.
Mental Health as a DEI Issue: Mental health is often overlooked as a DEI issue. Marginalized employees who experience work environments full of microaggressions and inequities can develop burnout. It can be important to request cultural competence training from your HR department or EAP.
Innovation versus Compliance: Use storytelling and team building to show diverse perspectives. Mentoring programs, community engagement and employee led resources can serve to promote DEI.
Additionally, a holiday potluck can be an opportunity to tell your cultural story via a presentation about your food and the meaning.
Partner with Experts: Sometimes external consultants need to be brought on to address biases, tensions and employee needs. How can management support all employees while maintaining the mission of the company?
Moving Forward: Navigating political and social challenges can be daunting, but at this time in history, our values matter most. By staying committed to DEI principles, we create healthier workspaces and position ourselves as ethical leaders in our industry.
Kay Gimmestad, LCSW-C is a business coach and clinician in New York City with 20 years of experience working in the profit and not for profit sectors of Human Resources, Health and Human Services. She has built a reputation for being highly skilled in facilitating behavior change while working with employees, both individually and in groups, on matters relating to performance management, substance abuse, crisis intervention, and stress/wellness.
RSS Feed
