EQUITY & INCLUSION


Stages Of DEI Maturity Systematically Adopting practices


Wanting to grow DEI in your organization but don’t know where to start


IniOaOng


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Increasing awareness, buy-in, and training around DEI issues in your organization


Aligning


stepping up to do so. Leaders typically begin the process and gather insight and informa- tion from various parts of the organization. But what happens if you are not a direct


leader, and need to get buy-in from senior staff? There are leaders by position and leaders by influence. If you have direct re- ports, then you have leadership by position. Even if your team is small, you can affect change by shifting biases, influencing others and making a positive difference. And if you have no direct reports, you are empowered to make a difference regardless of where you are within an organization. Intentional changes always affect individuals and teams. In the progressing phase, companies adopt


practices that strengthen levels of trust, safety and belonging that is needed for an inclusive culture. In this stage, a company will begin to set up boundaries and are trying new ideas to see what works and what doesn’t. This can be an anxious time for many because change can be hard. Reassure colleagues that it is. In the building phase, the company is


establishing equitable processes, policies and goals across the organization. The team will now have resources to do the job. Appreci- ation and trust are built in individual teams and is beginning to be woven within the fab-


44 SENIOR LIVING EXECUTIVE JULY/AUGUST 2022


that strengthen levels of trust, safety, and belonging needed for an inclusive culture


Progressing


Establishing equitable processes, policies, and goals across your organization


integrating DEI into


revenue generating and distribution efforts


Building


Scaling


ric of a company’s culture. Feedback is well received, and the team is more thoughtful in its approach. In the final stage, scaling, the company is


systematically integrating DEIB efforts into revenue generating and distributing efforts. Team members feel very motivated and possess objective outlooks. A “we” culture begins to form within the team and there is openness, support, empathy and trust across the organization.


Q. Tell us a little about the F.E.A.R.S. Advantage A. We are looking to help more leaders thrive and focus on building teams that are


more trusting, holistic, resilient, inclusive, visionary, realistic and enjoyable. It has been more important than ever because the decisions of one leader can have an impact on the entire team. Even the most well-intentioned leaders who sincerely care about their teams are struggling to lead, let alone thrive in the workplace right now. The F.E.A.R.S. Advantage centers on stimulat- ing leadership consciousness around the belief that businesses are built to succeed, and people are born to thrive. This is a paradigm shift from controlling leadership where businesses succeed at the cost of peo- ple’s livelihoods. Slow progress is better than no progress.


The Axela Group and the DEIB Coalition are creating a toolkit to help operators. Available later this year, it will deliver:


• The Case for Change that will provide operators with studies showing how DEIB enhances business outcomes;


• Education tools that will outline what is DEIB is and content to educate on unconscious bias, especially at high levels, and tactics for more inclusive leadership;


• A Getting Started guide that will include a framework for what you will need to implement and track your progress with DEIB;


• Tips for creating sustainable change so your team can move past general statements to tangible actions that people can be held accountable to as an organization.


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