In addition, Jenkins said, the people hired in senior DEIB positions too often are not set up for success. In particular, they frequently do not have an adequate team “to drive the culture and be impactful in increasing representation and improving retention,” Jenkins said. Smith said successfully adopting a DEIB
culture also requires an objective evaluation of how an organization is doing. That means measuring how you are doing rather than lean- ing on a simply qualitative evaluation of your culture. Leaders must monitor clear, relevant metrics and act on them as necessary. “Accurate data is a strategic priority,” Smith
said. “Having accurate data is critical to track- ing progress towards DEIB goals, measuring success and ensuring accountability. Blind spots in data can lead to challenges in creating DEIB initiatives and determining the success of those initiatives.” Even as many organizations have made
progress in recent years, Jenkins said they must be wary of losing momentum with their DEIB eff orts and lapsing into “their old ways.” Among the challenges that organiza- tions face with successfully incorporating DEIB into their culture is dispelling the po- tential perception that DEIB is just a passing trend, Smith said. “Additionally, after nearly three years of
managing through the exhausting challenges of COVID, we are asking our team members to invest their time and energy into our DEIB commitments,” Smith said. “Therefore, it con- tinues to be crucial that we communicate why DEIB is an important priority for the company throughout all levels of the organization.” As of now, Jenkins said, too many lead-
ers and organizations are focused on the “performative aspect” of DEIB rather than the substantive foundation of it. However, the best leaders are taking “bold, actionable steps” to create a better working environment for everyone, including those in marginalized groups, she said. Jenkins said the work to make meaningful
change is difficult but well worth it. Those leaders that step forward can make an impact that reverberates far beyond the borders of their organizations. “Leaders within organizations don’t under- stand the power they have to shift society,” she said. “They have so much power based on what they support and how they support it. I think there’s a lot of beauty in that.”
JANUARY/FEBRUARY 2023
ARGENTUM.ORG 23
CEO ACTION PLEDGE STRENGTHENS DEIB FOCUS, COMMITMENT FOR LEADERS
Among those emphasizing the crucial role of organizational leaders in building DEIB cultures is the CEO Action for Diversity & Inclusion project. The centerpiece to the eff ort is a pledge that CEOs sign to commit to cultivating “a trusting environment where all ideas are welcomed, and employees feel comfortable and empowered to have discussions about diversity and inclusion.”
James Balda, president and CEO of Argentum, signed the pledge in May 2021.
“The engagement with CEO Action recognizes that responsibility for a workplace of diversity, equity, and inclusion starts here,” Balda said at the time. “It serves as an important component in our ongoing and organization-wide diversity eff orts, which are essential to our mission to promote choice, dignity, independence, and quality of life for seniors.”
The CEO signatories not only commit to implementing the tenets of the pledge within their workplaces but to supporting other companies in their eff orts. The pledge comes with four key goals:
• We will continue to make our workplaces trusting places to have complex, and sometimes diffi cult, conversations about diversity and inclusion.
• We will implement and expand unconscious bias education. • We will share best — and unsuccessful — practices.
• We will create and share strategic inclusion and diversity plans with our board of directors.
The CEO Action for Diversity & Inclusion project provides extensive resources and support to help those who take the pledge to follow through on their commitments and strengthen the DEIB climates in their organizations.
https://www.argentum.org/deib-coalition/
James Balda President and CEO Argentum
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