Pivot Point: Are your diversity, equity, and inclusion efforts stuck in performative actions? Can they lead to transformative change?
Ongoing protests for racial justice and social equity, social distancing work systems, and performative commitments have forced a laser eye on organizational efforts to advance diversity.
A number of activities are reactive, short-term-focused, and steeped in transactional, routine activities, and events. Efforts are spinning without going anywhere. Many are becoming disillusioned by statements of commitments that ring hollow to employees and other stakeholders.
Sustainable diversity, equity, and inclusion progress require a certain level of creative tension to move from performative to transformative and lasting change.
Transformative actions create tension and the disruption of the status quo as the focus is on removing barriers and obstacles and root causes of the lack of sustainable change. Leaders understand that there are allies and champions as well as adversaries to contend with.
Leaders start by building a solid business case, personal and organizational commitment backed by an evidenced-based framework for action based on addressing gaps, and meaningful opportunities. Doing less than this means continued mediocrity and pitiful results.
Deliberate and intentional action is grounded in sensible and creative tension as the culture, behaviors, practices, and systems long held in high esteem are disrupted by transformative leaders.
What are your leaders and your organization doing to be transformative?
Effenus Henderson (he/him), President & CEO, HenderWorks, Inc.
Co-Director, Institute for Sustainable Diversity & Inclusion
