Evaluate Whether You’re Setting Your DEI Committee Up For Success

Business leaders: Many of you profess that embedding the values of diversity, equity, and inclusion is a business imperative. And then you assign this duty to a committee of volunteers, sometimes comprised of individuals who have not even been vetted in any significant way. Subsequently, you place this massive responsibility on people who likely stepped forward based on passion and not necessarily skill and you wonder why and sometimes even blame them if your organization is not advancing in DEI. If you had to balance your budget, you would not leave it up to a committee of people who signed up because they like math. Similarly, you should not place the burden of DEI on a committee of people who are simply passionate about the topic. You must be prepared to apply some level of rigor to your DEI committees so they can be equipped and empowered to serve your organization well. This means establishing requirements to participate, funding professional development and continuing education opportunities, and providing adequate executive sponsorship, among other things. Take some time this week to examine the expectations you have placed on your DEI committee and how you have set them up for success – or not. Please know that DEI consultants like myself are here to help you implement the structure to make your committees impactful if you need us.