As more organisations bring diversity and inclusion expertise in-house, an important question follows: how do we actually empower DEI professionals working within an organisational culture?
It's become obvious that many businesses have effectively insourced the role and function of diversity and inclusion. But if organisations are going to do that, they need to create the conditions that allow DEI professionals to succeed.
Leadership needs a clear strategic vision for what it wants the organisation to be, but also what it wants it to do. The role of a DEI professional is to advocate, challenge and support. But that vision shouldn't start with them – it should exist before they are hired. When it does, there's strategic alignment between senior leadership, HR, line managers and the DEI function. That's the first thing that's really critical.
Like anything in business, without financial and intellectual resources it's difficult to get anything done. Inclusion management needs to be financially supported, but it also needs emotional and moral support. Organisations need a body of people who genuinely want to make progress on inclusion and support the work, alongside structural mechanisms such as employee resource groups.
Where you sit matters. DEI professionals need a strategic communication channel between the DEI function, HR and the CEO's office. That helps create a strong flow of information, ideas and support, while ensuring people feel valued and respected. What we don't want is for the DEI voice to be edited or filtered by other organisational power brokers before the message reaches senior leadership. Where the function sits can either create empowerment or disempowerment.
If you're hiring a professional, give them the autonomy to do what they've been hired to do. Like colleagues in HR, marketing or any other specialist function, they're there because they're good at what they do. DEI professionals need a level of autonomy to act as trusted internal advisers.
Finally, sponsorship is fundamental. We know that sponsors play a critical role, not only in career development but also in supporting physical and mental wellbeing, as well as providing emotional support. Ultimately, empowering DEI professionals isn't about a single initiative. It requires organisations to have a clear vision, invest in the function, give DEI professionals a voice, trust their expertise and provide the sponsorship they need to drive meaningful, lasting change.
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