Asking the right questions about our DEI framing
Some DEI programmes seem to be busy counting numbers and carrying out audits. Meanwhile trend research tells us that DEI has been downgraded from a strategic topic that makes companies future proof and resilient to an HR-ESG-admin-and-reporting tool. How get back on the radar.
The 'Rescue DEI Trilogy' part#2 (summer 2024)
The Strategic Context for DEI
Sometimes DEI is positioned as an agenda in itself which can lead to disconnect as this analysis shows. A different approach, however, designs DEI as a contribution to business priorities and/or HR strategy. This aligned relevance makes DEI both more accepted and impactful. The latest comprehensive research of ZI (institute for future studies) and DGFP (German association of HR management) identifies 12 future HR priorities. Let’s see if and how DEI has a meaningful place in this context.
How will DEI contribute to key HR trends?
It may well come as a shock to many DEI experts that ‘their topic’ is nowhere among the scientifically classified key future priorities. The implicit good news in this can be described as ‘DEI is already broadly and firmly established’, i.e. a corporate routine and household item. However, if we want to stay relevant, we need to understand how DEI relates to key trends, also if some are not entirely new.
Top 3 Trends describe an implicit DEI Agenda
Given the overall transition of economies and hence the business world, it cannot be a surprise that transformation and synergies are considered top HR topics. Driving change to ensure future success has been as much a DEI core mission as a human focus. The new ZI study shows that these elements will be top of mind going forward and will require an even stronger integration of HR, IT and the business. It is hard to imagine which other approach could support these needs more effectively than DEI. Yet, it is not mentioned anywhere in the study or the Press coverage.
Mid trends require DEI competences
Interestingly, also the following cluster of future HR priorities contain a strong DEI thread (that has also not yet been acknowledged): tailored HR approaches, including in training, set in a globalised, hybrid context and considering complex external influences. Once more, it can be argued that DEI offers a relevant and powerful approach to addressing these questions in a connected way.
Are we ready to ask the right questions?
Why is DEI is no longer included in key HR trends and what should this mean for our work? On the bright side, we can be happy that the topic is no longer being singled out as a stand-alone matter. As an integrated element, DEI should formulate a clear business (and HR) case including its key contribution to future needs. This, however, requires us to ask different questions that reach beyond representation or special interest considerations. Moments of truth can also emerge from new questions including
- What is our broader understanding of (intersectional) diversity in the context of business and HR priorities?
- How are we facilitating the development of open-mindedness toward new work realities?
- Which are our methodologies to support larger transformation agendas?
- Do we offer effective tools to foster inclusiveness that also materialises in synergies?
It is important to note that also other current evidence (e.g. studies that question the effectiveness of common DEI programmes or that critically unpack high level business cases) asks for new DEI questions beyond representation-focused activism.
This related article shows which questions need to be asked in the areas of LGBT, racial equity and gender.
This article looks back on #efa24 which was an inspiration for the ‘asking the right questions’ articles.
