This is Greg Almieda from GVC, and welcome to Consultant’s Notebook. Here’s a question…
How important is “mindset” to diversity, equity, and inclusion?
Much has been made about the business case for DEI and its financial impact. But typically, diversity training, certificate programs, and various initiatives are used as surrogates in changing the way organizations address workplace issues.
But What about mindset?
The Oxford Dictionary describes Mindset as the established set of attitudes held by someone
Margaret Thatcher the former prime minister of the UK said “Watch your thoughts, for they become words. Watch your words, for they become actions. Watch your actions, for they become habits.”
Simply put, actions follow Attitudes and mindsets
In our experience, leaders with a mindset of inclusion have a perspective of DEI that usually runs along the following tracks
Cultural differences don’t scare them:
At times, mindset refers to individual growth rather than company growth. But company growth depends on the ability and willingness of employees to stretch themselves personally and professionally and taking on new challenges and learning new skills. And you can bet that for some embracing inclusion will be a new skill.
An organization’s ability to achieve any new level of inclusion will depend on its commitment to helping people develop an inclusive mindset and seeing the value of this new skill. Meaning do we see DEI as a barrier or an opportunity.
As more and more companies announce initiatives aimed at promoting diversity, equity, and inclusion within their four walls, more should be done to change the way we think about DEI and how we reward this new way of thinking. (or the DEI paradigm)
If you’d like to have a conversation about this topic or learn more, contact us today >