The Real Commitment to

Is your commitment to diversity and inclusion real? Let’s find out.

To illustrate what we mean by ‘real,’ let’s reflect on the surge in focus on ethnic diversity following the murder of George Floyd in 2020 and the subsequent rise of the Black Lives Matter movement. The focus was rightfully warranted, and the passion behind that focus should still be as strong today. However, it quickly became clear which organisations took action due to external pressure to be seen as doing something, and which ones genuinely wanted to make a difference and understood why making a difference was important.

Doing something just because everyone else is doing it is, to be blunt, pointless and can actually end up doing more harm than good to the very communities you imply you are supporting. It’s not just about responding to external pressures; it’s about having a deep-seated understanding and commitment to addressing systemic inequalities.

When we first speak to a new client and they tell us they have an area of focus, we always ask, “Why?” This isn’t us being difficult, unnecessarily challenging, or trying to catch people out. We are genuinely interested in what is driving this for them specifically. We want to understand the realness behind their commitment because that authenticity is crucial for making meaningful and lasting change.

Now, don’t get us wrong, we’re certainly not downplaying the significance and importance of focusing on ethnic diversity. The work in this area is crucial and, unfortunately, far from complete. As we write this today, we all must continue our efforts with the same intensity and dedication as we did four years ago.

But the real point here is that genuine commitment to D&I goes beyond reacting to social pressures or focusing on a single aspect of diversity. True commitment means taking a holistic approach and addressing all dimensions of inequality. Today, we are happy to see many more organisations making a genuine effort to understand and value all aspects of diversity, including age, disability, neurodiversity, sexual orientation, and religion and faith, to name a few. But we could be happier; more people still need to recognise the breadth of experiences and challenges that different groups face and make a concerted effort to address these comprehensively.

A broader understanding is essential to moving beyond surface-level commitments. When organisations only focus on one aspect of diversity due to external pressures, they risk implementing initiatives that merely scratch the surface. These efforts can become tick-box exercises that fail to address the deeper, systemic issues that perpetuate inequality.

So, what does real commitment look like?

1. Understand the ‘why’: Start with a genuine understanding of why D&I is important to you. Everyone’s ‘why’ will be different, and that’s the point. There needs to be a real, personal reason driving your commitment, beyond just feeling you should. It’s about creating a fair and equitable environment for everyone, not just about meeting external expectations.
2. Long-term commitment: Demonstrate that your efforts are part of a long-term strategy, not just a reaction to current events. Real change doesn’t happen overnight—that’s a fact. Dedicate resources, time, and energy to creating sustainable changes that will endure and evolve over time.
3. Involve the right people: Ensure that your initiatives are informed by those who are most affected. This means actively engaging with a diverse range of voices both inside and outside of your organisation- those from various backgrounds, identities, roles, and levels. Listen to their experiences and suggestions, and involve them in the planning and implementation of your D&I initiatives. Their insights are invaluable for understanding the real issues and creating solutions that are effective and meaningful.
4. Measure impact: Implement mechanisms to track the effectiveness of your initiatives. If you didn’t measure it, did it even happen? Seriously, data is going to be your best friend here. Look at the real, tangible changes and be ready to tweak your strategies based on what the numbers are telling you.
5. Transparent communication: Be open and honest about your goals, efforts, and progress. Transparency is not just another buzzword; it’s a cornerstone of trust. The way you convey your D&I journey matters. Share both your successes and your setbacks. Let your audience see the real story, not the shiny D&I utopia you think you should show. Let people experience your commitment, challenges, and milestones. Transparency isn’t just about reporting; it’s about engaging your community in your journey, inviting feedback, and demonstrating that your D&I efforts are more than just lip service.

So, when we ask, “Is your commitment to diversity and inclusion real?” we’re not just throwing out a rhetorical question- we’re challenging you to dig deep. Are your efforts genuinely comprehensive and impactful, or are you just ticking boxes? Real change means going beyond the surface, addressing the root causes of inequality, and making a lasting difference. So, tackle the core issues head-on and prove that your dedication to D&I is genuine.

To find out more about how we can help you to create a more diverse and inclusive workplace, contact our team at EDI@StaffordLong.co.uk