Episode Overview
Ready to put DEI into practice? This episode gets real about what actually works and what doesn’t when it comes to diversity, equity, and inclusion. We move beyond theory to give you concrete, research-backed strategies you can use in your everyday life – whether you’re a CEO or just trying to remember to water your plants.
What Actually Works (and What Doesn’t)
- Why mandatory diversity training often backfires
- The power of data-driven strategies and clear standards
- Universal design principles that benefit everyone
- Comprehensive approaches vs. one-off efforts
Practical Actions You Can Take
- How to notice and interrupt your own biases
- Simple ways to be an effective ally
- The art of speaking up without being confrontational
- Building skills that make you more effective in our diverse world
- Creating belonging while valuing uniqueness
Future Trends in DEI
- Intersectional approaches to identity
- How accessibility drives innovation
- Systems change vs. individual fixes
- Evolving understanding of LGBTQ+ identities
- The social model of disability
Key Takeaways
- Research matters: Organizations that track progress see better results
- It’s about systems, not just individuals: Comprehensive approaches work better than one-off programs
- Everyone has a role: You don’t need to be in leadership to make a difference
- Progress over perfection: The goal is continuous learning, not being mistake-free
- Belonging + uniqueness: True inclusion means people feel valued for who they are AND feel part of the group
References:
- Dobbin, F., & Kalev, A. (2016). Why diversity programs fail. Harvard Business Review
- Dobbin, F., et al. (2015). You can’t always get what you need: Organizational determinants of diversity programs
- Castilla, E. J. (2015). Accounting for the gap: A firm study manipulating organizational accountability
- Burgstahler, S. (2015). Universal design of instruction in postsecondary education
- Human Rights Campaign Foundation. (2020). Corporate Equality Index
- Ragins, B. R., & Kram, K. E. (2007). The handbook of mentoring at work
- Kulkarni, M. (2012). Social networks and career advancement of people with disabilities
- Kalev, A., et al. (2006). Best practices or best guesses? Assessing the efficacy of corporate affirmative action and diversity policies
- Devine, P. G., et al. (2012). Long-term reduction in implicit race bias: A prejudice habit-breaking intervention
- Jones, K. P., & King, E. B. (2014). Managing concealable stigmas at work: A review and multilevel model
- Bennett, M. J. (2004). Becoming interculturally competent
- Shore, L. M., et al. (2018). Inclusive workplaces: A review and model
- Ray, V. (2019). A theory of racialized organizations
- Crenshaw, K. (1991). Mapping the margins: Intersectionality, identity politics, and violence against women of color
- Collins, P. H. (2015). Intersectionality’s definitional dilemmas
- Holmes, K. (2018). Mismatch: How inclusion shapes design
- Powell, J. A., et al. (2019). Targeted universalism: Policy & practice
- Mohr, J. J., et al. (2020). Bisexual, pansexual, queer: Non-binary identities and the sexual borderlands
- Young, S. (2014). I’m not your inspiration, thank you very much. TED Talk