Critical Conversations series takes look at implementing diversity, equity, inclusion goals

A recent online panel in the National Press Club Communicators Team Critical Conversations series was focused on diversity, equity and inclusion (DE&I) in the workplace, at school and in government. Participants discussed how they’re promoting and implementing DE&I, and how they’re telling those stories, both internally and externally. The goal for the session was to provide information for Club members – and the public – to learn more about what organizations are doing in this area so that they can implement – or enhance – DE&I in their own workplaces.

One of the recurring themes of the session was the need for organizations to move forward with an authentic, human voice in all they do, from benefits policies, to communication, to their strategic goals and objectives. And the true “bottom line” value of those efforts was noted by all the panelists. Early in the session, Communicators Team member and panel moderator Paul Minehart pointed out that research has shown that diversity and inclusion efforts, both in senior management ranks as well as throughout the organization, improve overall performance internally and have a positive effect on the wider community.

Brandon Bell, in charge of diversity and inclusion at a global agricultural company, noted that community impacts can be significant. “We share a common investment in community when we combine our agribusiness with DE&I efforts,” he said. “Our shared focus is to help communities be safe, sustainable and healthy. We’ve tied DE&I more strongly to our business processes, especially over the last 18 months, and we’ve made sure that every initiative, every conversation, is closely aligned to our shared goals and values.”

That need to anchor people in shared values was another recurring theme, as well as the need to make a significant cultural shift, no matter which sector was being discussed. Rhonda Mower, DE&I vice president of Volunteers of America, likened recent DE&I efforts to “change management on steroids.” Like change management, the efforts are being communicated to employees and stakeholders who are at every part of the classical change management spectrum — from awareness, to acceptance, to strong resistance.

“Our approach has been to invite different perspectives to the table, and like Brandon said, we anchor our discussions around shared values,” Mower said. “We encourage people to share their truth, and we know that we won’t always agree.” One key, Mower said, is to make sure that early-stage listening sessions are just that: “giving people opportunities to share in what we call ‘a brave space,’ and we pledge to listen and accept what we hear.”

Finally, the importance of having a clear, measurable plan was stressed during the conversation. Blair Hayes, diversity officer of the University of Maryland Global Campus, summed it up this way: “You have to have a plan and have things that you’re measuring, because you have to be held accountable. Your plan belongs to your entire organization, not just the DE&I office, and everyone needs to have ownership of it. Even if people aren’t in your office, they should  have goals that reflect your DE&I efforts.”

• Moderator Paul Minehart, head of communications, North America for Syngenta, a global provider of products for farmers, including seeds and crop protection products
• Brandon Bell, Syngenta diversity & inclusion lead, North America
• Blair Hayes, chief diversity officer for the University of Maryland Global Campus
• Rhonda Mower, Volunteers of America’s senior vice president of diversity, equity and inclusion
• Andale Gross, race and ethnicity news editor for the Associated Press
• Amber Hewitt, chief equity officer of the Washington, D.C., government.