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Let’s move past the need to be silent about what’s needed to sustain inclusion in the workplace.

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There has never been a more opportune time for leaders to leverage their voices to support the necessity for an inclusive workplace. Remember the rallying cry for support and action occurring in 2020 when George Floyd was murdered? Many of us found ourselves tongue-tied (even though we couldn’t hide from being front and center to gross wrongdoing), grappling to find the right words and strategy to move forward. However, leaders eventually found solutions to move forward. Today, we find ourselves in a similar predicament where another bold cry beckons us to halt all progress on inclusion in the workplace. These cries include Executive Orders prohibiting DEI, legal action with the threat of punitive damages for non-compliance, and ongoing pivots around the place (or lack thereof) of DEI in the workplace. This article will illuminate how leaders today can show up authentically and leverage their voices to stand up for inclusion in the workplace.

Leaders can take an active role in creating the narrative around inclusion in the workplace.

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Step 1: Take a Definitive Position on Inclusion To Prevent Others from Creating One

Leaders continue to incur much scrutiny to indicate cues in support of inclusion. When there are none, followers end up, in some cases, creating a narrative that could impact a leader’s brand negatively. To get started on determining and sharing one’s stance, do the following:

1. Carve out time to examine personal values and how those values align with the organizations and stakeholders served. Ask questions of oneself about the alignment of actions and words matching up. In other words, am I walking the talk as an inclusive leader? If I’m not, then I need to course correct.
2. Explore the pros and cons of advocating for or against prioritizing inclusion in the workplace. Review the list and connect with others to infuse additional perspectives into consideration before deciding.
3. Consider the why behind the decision. Then, leaders should ask themselves if they can get behind their why.
4. Finally, be prepared to share this stance, even if the decision is unpopular.
5. Give some self-compassion for the inclusive leadership journey, which continuously ebbs and flows with the requirements needed around inclusion. It is not always easy to be all-inclusive.

Conversations help us come together for inclusion.

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Step 2: Embrace Conversations Around Inclusion Stance

It is important to hear from leaders who support inclusion in the workplace to help preserve inclusion in the workplace. But getting the conversation right can be a challenge. To prepare for these conversations, refresh knowledge on inclusive leadership behaviors. Consider the following discussion and notice how the leader leverages vulnerability, transparency, authenticity, curiosity, and more to navigate what could be a challenging conversation.

Stakeholder: What are your plans to deal with all the Executive Orders that are happening? Many companies are pivoting away from DEI.

Inclusive Leader: At the moment, I am not ready to take action. I know time is of the essence, and I am gathering facts to inform my perspective. (Vulnerability/Transparency)

Stakeholder: Surely, you have a position on how this could negatively impact our organization.

Inclusive Leader: Yes, I am for inclusion in the workplace. I care about the organization and the employees that make up this organization. What are the concerns you have that would negatively impact the organization? (Authenticity/Curiosity)

Inclusive leaders can take this time to build up communication skills. Leverage a coach to role model conversations and secure insightful feedback for improvements. Then, embrace these conversations even if they mean dancing with discomfort. It is rare to hear that the inclusive leadership journey is based on comfort.

The two steps discussed in this article are a start to help leaders move past silence around the state of inclusion in the workplace. The more conversations and knowledge gathered, the more ready leaders are to navigate these times inclusively.

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Widespread Resistance To DEI

There can’t be diversity without neurodiversity. Diversity of thought can make or break a team at work. We need diversity of thought in order to thrive as professionals and as a society. Companies like Target, Amazon, and Google are rolling back DEI programs, which means the importance of neurodiversity is no longer being spoken about at many prominent companies.

Workplace Discrimination

Revealing that you are neurodivergent can be a risk when it comes to the workplace. Some colleagues may respond with discrimination or bullying. The fear of dealing with workplace discrimination keeps many neurodivergent people from revealing their diagnoses, also known as masking. Remember that neurodiversity was a hot topic just a few years ago, but with recent changes in the country’s leadership, who knows what will happen to discussions surrounding neurodiversity in the workplace.

Stigma Results In Masking

I believe that stigma plays a major role in why neurodiversity is under attack. So many disorders are made light of and misunderstood. I urge readers to consider whether they expect colleagues to mask their neurodivergence. Do you allow space for conversations about neurodiversity at work? Do you encourage diversity of thought or simply remain quiet when it comes time to defend DEI? These are questions working professionals should be asking themselves, especially those who work at companies that have scaled back on or ended DEI initiatives.

Conclusion

Neurodivergent people deserve to be seen and heard in the workplace. But with recent pushback against DEI, it feels as though neurodiversity has been put to the wayside. I urge readers to continue advocating for neurodiversity and to refuse to be silenced. Keep speaking out, keep posting, and keep joining communities of neurodivergent people. Neurodiversity is not going away, and it’s time for it to be celebrated everywhere.

FAQs

Q: What can I do to support neurodivergent individuals in the workplace?
A: Encourage open conversations about neurodiversity, provide a safe and inclusive environment, and advocate for DEI initiatives.

Q: Why is neurodiversity important in the workplace?
A: Neurodiversity brings diversity of thought, which is essential for innovation and success. It also helps to create a more inclusive and accepting work environment.

Q: How can I, as an individual, make a difference in promoting neurodiversity?
A: By speaking out, sharing your own experiences, and advocating for DEI initiatives, you can make a significant impact.

The recent spate of boycotts against major U.S. retailers is giving brands cause for concern

Ever since President Donald Trump announced plans to gut federal diversity, equity and inclusion programs within a mere couple of days of taking office, corporate America has been plunged into a state of chaos and uncertainty.

The Subsequent Phase

The subsequent phase has seen a level of grassroots organization led by consumer activist group the People’s Union which called for a spending freeze on major retailers on February 28. Though the organization’s grievances stretch beyond a pure protest against the burgeoning DEI backlash and include serious concerns about the nation’s engulfment by rampant consumerism underpinned by what it views as cynical and aggressive corporate marketing campaigns, there is no doubt that the movement has been turbocharged by the DEI backlash. The same is true of an affiliate 40-day protest directed against Target that was organized by black faith leaders and activists who accuse the company of making a shameless volte-face on DEI, having been one of the first to vociferously uphold its principles in the wake of the slaying of George Floyd almost 5 years ago. This past month has seen individual week-long boycotts of Amazon and Nestle, with a further boycott of Walmart planned for April 7 through to April 13.

A Confusing Picture

Yet, the quandaries facing major U.S. brands today go beyond just being able to accurately read consumer attitudes. There is a somewhat murky legal dimension too.

Beyond Borders

Amidst the clamor of what is ultimately a highly U.S.-centric debate, there is another key dimension at play too. Many large corporations, whether they are resiling from or redoubling on DEI, tend to be multinational corporations. Simply transposing the Trumpian view of DEI across multiple jurisdictions may not wash in practice.

Conclusion

With that in mind, it might just be that, rather than peering too far ahead and second guessing a medium to long term future that seems volatile and full of uncertainty, perhaps the best thing responsible brands can do is to work out precisely what calm and reflective strategizing looks like in the here and now.

FAQs

Q: What is the People’s Union?
A: The People’s Union is a consumer activist group that has been leading the charge against major U.S. retailers.

Q: What is the purpose of the boycotts?
A: The boycotts are intended to protest against the growing trend of DEI backtracking by major U.S. retailers.

Q: What is the legal situation surrounding DEI?
A: The legal situation surrounding DEI is complex and evolving, with various states and the Department of Justice taking different stances on the issue.