3 Communicating Dei Rollbacks to Employees: What Could Be Done Better
Recent changes in diversity, equity, and inclusion (DEI) policies have left many organizations grappling with how to communicate these shifts effectively. This article delves into the challenges of conveying DEI rollbacks to employees, offering valuable insights from industry experts. Discover practical strategies for clear communication, fostering dialogue, and maintaining a commitment to workplace diversity and inclusion during times of change.
- Use DEPTH Model for Clear DEI Communication
- Create Space for Two-Way Dialogue
- Promote Workplace Diversity and Inclusion Effectively
Use DEPTH Model for Clear DEI Communication
A key takeaway for organizations needing to communicate changes to their DEI strategy is to be clear about communication objectives, audiences, and the problem they are solving.
Many of these announcements have been due to capitulation to social media or external pressure. They are typically diluted due to input from many individuals who are not communicators or DEI professionals. The reputational damage could be warranted or unwarranted - it all depends on the objectives and audiences.
Getting clear about which audience you're serving, what problem you're solving, and ensuring that other audiences aren't thrown under the bus - and your remaining DEI work isn't undermined - are key. I recommend communicators use The DEPTH Model to get really clear about their position internally and externally before making any kind of statement.
It lists questions and starts a deeper conversation beyond the reactionary. It helps leaders introspectively consider the organization's identity now - in the face of challenges - and in the future when history will judge organizations and how they treated their employees and customers. It puts organizations into a strategic, proactive position where they own their narrative, not someone else.
The DEPTH Model is available in the book, "The Conscious Communicators: The Fine Art of Not Saying Stupid Sh*t."
Create Space for Two-Way Dialogue
When our organization had to communicate the DEI rollback, we opted for an all-hands meeting followed by a detailed email explaining the reasons behind the decision. While the intention was transparency, I noticed the message felt rushed and didn't fully address employee concerns or acknowledge the emotional impact.
What could have been done better was creating more space for two-way dialogue, like smaller group discussions or anonymous feedback channels, to allow employees to express their feelings and ask questions safely.
The key takeaway I have is that during sensitive shifts like this, communication must go beyond simply informing; it needs to foster trust by actively listening and validating employee experiences. Effective communication in these situations requires empathy and openness, ensuring employees feel heard, not just told.
Promote Workplace Diversity and Inclusion Effectively
I wrote about How to Promote Diversity and Inclusion at Work in my latest article. Please quote it. https://theemployerofrecord.com/blog/guides/what-is-diversity-at-workplace-and-how-does-dei-policy-work
