Guest Commentator: Rosalyn McPherson, President, The ROZ Group, Inc.
How can third-party diversity and inclusion assessments help organizations build more effective DEI strategies?
The social justice protests of 2020 served to underscore two incredibly important needs. First is that organizations must provide opportunities for staff to give voice to concerns and fears, particularly those resulting from trauma that diverse people have endured for years. Second is the immense need to educate people about diversity, equity, inclusion, access, and justice. While there are many well-intentioned and sincere people in the workplace, many have no understanding of what is meant by DEI and anti-racist transformations. Embarking upon DEI work requires a commitment to staying the course for years, with many twists and turns and varying levels of intensity.
Assessments are a critical part of the familiarization process required to focus on the specific culture of each organization. It is through assessments that the process is successfully jumpstarted. While certain internal staff are aware of the organizational culture and have some sense of the issues, placing the burden of responsibility on internal staff to conduct in-depth assessments can be dicey. For one thing, the interviews and discussions that are conducted as part of an assessment require confidentiality. If people are going to fully speak their truths without fear of retribution, those interactions are best conducted by someone who is neutral and as such, not part of the internal team. Internal staff are not always aware of how co-workers feel about the issues, nor are they privy to micro-aggressions and instances of implicit biases. The third party is able to secure the information and develop strategies for building a more diverse culture.
A third-party brings a unique set of DEI experiences to the assignment and the benefits of benchmarking and best practices. Working together with assigned staff, the consultant team can confirm a certain set of assumptions and/or make recommendations based on newly discovered information from the assessment. Synthesizing and delivering the messages that will most effect change is part of the task. The ability to focus on the assignment and not be tethered to the day-to-operation of the organization is an asset.
The non-profit world has its own set of challenges. Many major organizations are not diverse, especially at the senior-most levels and amongst the boards of directors. Many boards are champions of the need to engage in DEI initiatives. Yet there is a delicate balance between respecting the donor relationship and pointing out the negative results of an assessment. Receiving the results of an assessment, especially if there are a number of negative outcomes, is best delivered by an external person.
DEI work is constantly changing in this dynamic environment. It is complex, emotionally intense, and often confusing. This is true for the staff undergoing the assessment and training as well as the third party conducting and facilitating the interactions. Investing in a third party to provide the basis for effecting the change is a must.
The Chamber positions diversity, equity, and inclusion as critical for business maturation and growth. Our Diversity, Equity, and Inclusion (DEI) initiative drives economic competitiveness, highlights diverse employee populations, and promotes inclusive growth throughout the Greater Philadelphia region.
