Insights

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Four Ways that Organizations Miss the Mark on Diversity, Equity and Inclusion Efforts

Two people of different races and genders sitting in front of their laptops

By Becky George

It has long been known that there are quite a few gaps to fill in the arena of diversity, equity and inclusion. Often, well-intentioned organizations try to tackle this work in some capacity but, in reality, may not have the resources or people-power to make it as effective as possible.  

At Mission Partners, we have committed to boldly speaking equity and working towards a more just world. We lead with racial equity and steer away from diversity-only conversations. Internally, we model how one might address this in their own workplace and want to share learnings and pitfalls. We have years of experience helping organizations develop their own equity action plans to meet and exceed their goals on diversity, equity and inclusion. 

Our Mission Forward® Race + Identity workshop is an important first step that provides guidance on effective practices and the latest language around diversity, equity and inclusion. Our two-pronged approach addresses both institutionalized racism and oppression as well as the interpersonal racism and oppression. We understand the importance of recognizing how these two levels of oppression cannot be solved without addressing the other. Unfortunately, we have seen this happen repeatedly which prevents progress from occurring. 

Here are some of the ways we’ve seen organizations miss the mark on equity work: 

  1. Hiring a “Diversity Officer” – Without full buy-in from all of senior leadership, staff members who are hired for this type of position may not be set up for success. Goals and deliverables set for this person will likely not be met due to an organization’s competing priorities.
  2. Letting work crises push equity work off the table – In times of crisis, it is easy to let things fall by the wayside to focus on what must happen to end the crisis. However, if equity-based work is not at the center of crisis strategy then the communities who need the support most will likely not be prioritized well.  
  3.  Relying on people of color to own all the “diversity” work – Although it is important for people of color to be key stakeholders and leaders in the work, it is a pitfall when they are the only stakeholders in the work. It is the duty of everyone within the organization to take ownership of the work to move into progress. 
  4. Continuing to do things the way they’ve always been done – If organizations do not take the time to examine their policies, practices and procedures, they risk replication of ongoing inequitable standards. 

The concept at the center of our Race + Identity workshops is to build a culture of empathy as well as develop shared language on racism. We use the time to brainstorm and learn what has and has not worked within organizations to create the next steps on how to implement more actionable equity plans in the workplace. 

| At Mission Forward®, we create transformational trainings that model what is possible in the world. We believe that the future will be inclusive and just. 

Each month, we bring together six thoughtful participants who are ready to tackle racial equity in their workplace and give them practical tools to do the work. As with all of our other workshops, we take a person-first approach in centering equity and justice. Soon, we will be debuting our executive-level Race + Identity workshop for C-Suite leaders and other senior leadership members. Contact us at connect@mission.partners to hear more. 

Our workshops are adaptable and relevant. No matter the industry or the discipline, whether you work on issues of healthcare or housing, to authentically center equity, there must be a willingness to talk about race and center anti-racism in all of our work.

To learn more about Mission Partners’ upcoming Race + Identity Workshops, and to reserve your seat, visit MissionForward.us