This presentation addresses HR leaders who seek to align diversity, equity and inclusion (DEI) initiatives within an increasingly politically polarized environment. We begin by identifying the most polarizing DEI strategies commonly used in organizations today, then explore how to assess and align these initiatives with the cultural profile of the organization. With an emphasis on "political agility," we will discuss how to anticipate and manage the potential backlash from employees and clients. Moving forward, we will explore methods for integrating DEI into core processes subtly and sustainably, ensuring it supports organizational goals without overt visibility that may provoke opposition. Finally, we’ll open a thought-provoking debate: Should organizations always publicize their DEI initiatives as “good actions,” even if public perception changes? If DEI loses favor, should it be scaled back, or is there a way to uphold values discreetly yet effectively?
This presentation addresses HR leaders who seek to align diversity, equity and inclusion (DEI) initiatives within an increasingly politically polarized environment. We begin by identifying the most polarizing DEI strategies commonly used in organizations today, then explore how to assess and align these initiatives with the cultural profile of the organization. With an emphasis on "political agility," we will discuss how to anticipate and manage the potential backlash from employees and clients. Moving forward, we will explore methods for integrating DEI into core processes subtly and sustainably, ensuring it supports organizational goals without overt visibility that may provoke opposition. Finally, we’ll open a thought-provoking debate: Should organizations always publicize their DEI initiatives as “good actions,” even if public perception changes? If DEI loses favor, should it be scaled back, or is there a way to uphold values discreetly yet effectively?
Learning Objectives:
1) Identify Polarizing DEI Strategies: Understand which common DEI initiatives may inadvertently alienate stakeholders and how to assess organizational readiness. This objective ties into business acumen by focusing on the skill of understanding which DEI strategies may resonate or clash within the specific business context.
2) Apply Political Agility in DEI: Learn practical strategies for embedding DEI into processes that align with your organization’s cultural and political landscape, creating sustainable change with minimized friction. This objective aligns with ethical behavior and professionalism by encouraging HR leaders to navigate DEI work thoughtfully, balancing honesty and integrity with the sensitivity required to handle ambiguity and potential conflicts of interest.
3) Evaluate Communication Choices in DEI: Critically assess the need and impact of communicating DEI initiatives, exploring when visibility benefits or detracts from organizational goals and stakeholder trust. This objective addresses integration by prompting HR leaders to consider how DEI initiatives fit into the broader HR framework.
Agenda:
12:00pm Welcome and Introductions
12:03pm Speaker presentation
1:30pm Event Concludes
Registration Closes: December 4, 2024 at 8:00 AM
Registration Difficulties or Questions: Please reach out to Specialist Member Engagement Tammy Williams TWilliams@hrpa.ca