I recently was able to sit down with Katie Zink, Founder of and Principal Consultant for Social Construct Consulting, to talk about diversity, equity and inclusion in the workplace. Companies all over the country have been kickstarting DEI initiatives, and Katie sees to it that these projects have a clear vision, a 
productive approach, and are measurable in their success. There was a lot to unpack in our conversation. I’ll give you a brief rundown.
Why is DEI a True Business Strategy?
At this point, it shouldn’t have to be thought of as a strategy. We are moving rapidly towards more diverse and inclusive cultural and economic landscapes, and companies that don’t recognize the value of marginalized perspectives will be left in the dust. Our businesses and operations are riddled with systems that aren’t made to be disrupted, so without grand-scale changes in the structures of our companies’ leadership and hiring processes, we will miss out on the voices of top talent in our industries, as more successful companies move forward with complete and continuous integration of DEI-oriented frameworks. Plus, CEOs should see it as a top priority to expand their demographic reach – this would be a crucial move in that process.
5 Ways to Think About Company Culture
Katie has a guide on her website for leaders looking for meaningful ways to measure equity, inclusion, and belonging in their organizational culture. She said herself, “this work isn’t always the most quantifiable because we literally are interrupting the status quo,” but she offers five lenses to analyze an organization’s collective success with:
Perceptive – It’s important to know how each person is viewing these changes in your organization. All employees should feel like they have access to fully participate and bring their whole selves to work every day.
Performance – There has to be a clear path for every employee to be find success in their own eyes. Are there multiple unobscured opportunities for growth? Is pay equitable across the board?
Strategic – On the level of DEI, the most effective changes aren’t grandiose hires and programs or top-level speakers, but structural changes, like updated hiring processes and training components.
Pervasive – Does the day-to-day lived culture of the workplace reflect the values and targets of the DEI initiative? An employee shouldn’t feel like their company’s DEI work is extracurricular. It should feel ingrained and inextricable.
Responsive – This is a newly developed category in light of COVID and racial inequity taking precedence at the forefront of workplace issues. Any company can listen to feedback from their employees, but implementing new policies based on pertinent feedback shows true inclusivity and care.
Not Just a Checklist
At the end of the day, however, diversity, equity and inclusion are not credentials you earn after checking off some boxes. DEI is necessarily adaptive, both to our ever-changing world and to the dynamics of your particular workplace. Katie recommends that you constantly cycle people in and out of your DEI committees in order to create equity across the board while maintaining a sustainable structure. She also advises her clients to set out a vision from the start and work backwards to create a plan that will realize this vision. Ask questions: What are some measurable goals we can shoot for in the first year? How can we ensure that everyone is fully informed, involved and on board? Continuing to assess the situation as it develops is essential to creating a more equitable work environment.
For a more detailed conversation, including the nuances of the vision-building process and the roles of specific departments in your organization’s DEI initiatives, listen to the full podcast here. To learn more about Katie and her work, visit her LinkedIn, and download her guide on her website. She also invites entrepreneurs and small business owners to participate in her new membership group to strategize anti-racist action plans: The Community Call to Action.