Managing DEI as an Organizational Change Initiative: Process and Pitfalls
Managing DEI involves a structured process focusing on intentional cultural change, addressing common pitfalls, and highlighting the perks of involving the entire organization. The initiative emphasizes investment, awareness, sustainability, and growth to create opportunities and encourage action while avoiding pitfalls like relying on individuals, not supporting change efforts at leadership levels, and prioritizing racial diversity over broader cultural change. Involving input at all levels empowers marginalized groups and leads to equity, enabling consistent goal-setting and evaluation.
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Presentation Transcript
1 Managing DEI as an Organizational Change Initiative: Process, Pitfalls, and Perks ANIQUE FORRESTER, MD CHIEF OF DIVERSITY, DEPT OF PSYCHIATRY CONSULTATION LIAISON PSYCHIATRY FELLOWSHIP DIRECTOR
2 Why? Why not? Common issues: I/We don t know enough about these issues to lead a change initiative I/We don t want to say the wrong thing (or manage the fallout of someone else saying/doing the wrong thing ) I/We don t have adequate resources/time to introduce DEI specific topics in didactics or in the department We all get along well here, and DEI conversations can introduce conflict/be uncomfortable in this setting DEI Initiatives are Scary!!!
Process of Cultural Change 3 What are the issues? What is the Intention? Why are we doing this? Only possible with Investment (Time, Leadership Involvement, and Resources) Awareness Sustainability and Growth Create Opportunities (Make room for others to rise, Create spaces to connect) Encourage curiosity Discourage silence/shaming/apathy Interest Change Action Be Honest. Practice Self-Reflection (Be mindful of the intention) Engagement Be transparent and Accountable Practice Humility
4 Pitfalls 3) Relying on one individual to carry out or lead cultural change efforts 4) Not adequately supporting change efforts at the leadership levels 1) Prioritizing racial diversity over cultural change 2) Not inviting input at all levels of the department/organization 6) Word policing , Blaming, or shaming when we don t agree or don t feel enough progress is being made 5) All or none thinking when it comes to DEI progress 7) Avoiding DEI topics altogether due to internal discomfort
5 1) Inviting input at all levels gives a clearer sense of the needs and how to establish achievable goals/metrics 2) Expanding beyond racial diversity (still important) allows us to move beyond superficial metrics for DEI Perks 3) Involving the entire group/organization allows for those who have been marginalized to become empowered which is the pathway to equity; decreases individual burden 4) We can be measured but consistent about establishing goals and re-evaluating approaches when necessary
6 Next Steps . Process >>> Outcome Build a coalition of support Establish a framework that is sustainable People >>> Outdated Policies Seek internal/external expertise https://www.gartner.com/en/human-resources/trends/how-to-measure-dei Resources: https://www.gartner.com/en/human-resources/trends/how-to-measure-dei https://www.aamc.org/about-us/equity-diversity-inclusion/anti-racism-resources https://www.aamc.org/about-us/equity-diversity-inclusion/anti-racism-resources https://www.njjn.org/our-work/training-and-resources https://www.njjn.org/our-work/training-and-resources
