Guest Commentators: Ilene Wasserman, Founder & President, and Jeff Branch, Principal, ICW Consulting Group @IleneCWasserman
How does research play a vital role in advancing diversity, equity, and inclusion (DEI) work ?
Diversity, equity, and inclusion (DEI) have become crucial considerations in all facets of society, including organizations and corporations. Yet often, this work is diluted down to checkboxes and performative solidarity, missing the true value and power of diversity to increase relationality, innovation, and success. Meaningful DEI work requires a multifaceted approach that recognizes the vital role research plays in informing, guiding, and empowering multi-level effective, sustainable change.
By “research” we mean external information gathered through resources, landscape scans, and continued education, as well as internal information and assessments gathered from employees and team members. We can research all the policies, trends, and practices we want, but if we aren’t aware of our own team’s DEI-rooted experiences, feelings, and concerns, then our work is not only direly incomplete but may cause more harm than good.
Crucially, research informs DEI policies, practices, and advancements. Through rigorous research analysis and assessment of qualitative and quantitative measures, we can evaluate successes or failures of DEI interventions, reveal gaps in existing knowledge and practices, and collaborate across sectors and disciplines to adapt and improve. The result is an increase in evidence-based decision-making and more effective, relevant, and systemically impactful DEI efforts.
Additionally, research enables us to challenge assumptions and biases by revealing patterns, prompting self-reflection, and uncovering underlying factors that contribute to inequality, discrimination, and exclusion. When assessed in an open and committed way, these learnings empower us to challenge long-held beliefs, dismantle stereotypes, and debunk myths. As a result, individuals and organizations are encouraged to think critically and overcome the limitations of their biases, paving the way for more inclusive workplace cultures.
Finally, research provides a platform for amplifying marginalized voices and experiences, providing space to individuals and communities who have historically been silenced, overlooked, or excluded. By centering the narratives of marginalized groups (respectfully and without adding unwelcomed labor) research sheds light on their unique challenges, aspirations, and contributions. This amplification can foster empathy, understanding, and a commitment to action that is collectively carried, ensuring the organization’s DEI efforts are propelled forward by all.
Research is an essential catalyst in DEI work, and we have a responsibility to not only engage in DEI research but to do so with intentionality and transparency. When we go beyond surface-level data and employee handbooks we can dig into what the research is telling us about ourselves and our systems and decide how we will respond. It is in doing the research, and the work, that we co-create a more inclusive society, where diversity is celebrated, equity is realized, and inclusion is the norm.
More About the Chamber’s DEI Initiatives
The Chamber positions diversity, equity, and inclusion as critical for business maturation and growth. Our Diversity, Equity, and Inclusion (DEI) initiatives drive economic competitiveness, highlights diverse employee populations, and promotes inclusive growth throughout the Greater Philadelphia region.
