Make sure your DEI focus isn’t accidentally sidelining the very people you’re aiming to uplift, advises expert Brian Smith of IA Business Advisors.
In a world that’s rapidly bending towards the arch of justice and inclusivity, businesses are fervently hopping onto the diversity, equity, and inclusion (DEI) bandwagon. But it’s a bumpy ride, and without the right roadmap, companies might inadvertently leave passengers at the wayside. I sat down with Brian Smith, the sage at IA Business Advisors, and he had an enlightening take on how to drive DEI efforts home successfully – and it starts by making sure nobody is left behind.
First off, let’s face it – the concepts of diversity, equity, and inclusion can sound quite academic and easily get muddled with corporate speak. However, Smith has a knack for distilling these complexities into something digestible. “It’s about tapping into what everyone has to offer – really listening and ensuring that everyone’s voice can rise above the din,” he explains.
Smith has seen cases of DEI efforts devolving into checkbox exercises, token gestures to appease the growing call for societal progress. This approach, meant well though it may be, can do more harm than good. “When you only add people to fill quotas, you’re missing the point entirely. It’s not about labels – it’s the content of their character, their ideas, their potential that matters,” he stresses.
The real pitfall, according to Smith, is when DEI initiatives become pigeonholed as solely race, gender, or other social identity issues. While these factors are indeed crucial to the DEI equation, the focus must remain on unlocking the universal human potential that lies within the diversity of thought and experiences.
This concept is vividly portrayed in the brand ethos of IA Business Advisors, who have been guiding businesses around the globe via their S.M.A.R.T. Management & Communication methodology since 1996. True to their mission, Smith advocates for a more nuanced understanding of equity. “Equity is built through diversity of thought and action, from people; get your people involved and DEI solves itself,” he quotes from the well of his extensive experience.
What companies often miss is the silent struggle that individuals face when they don’t know how to contribute or feel that their input isn’t valued. That is why Smith’s advice is twofold: help those who feel marginalized speak up, and ensure they know that their inclusion is valued for the richness it brings to the company.
The ‘how’ of it, as explained by Smith, involves nurturing an environment where individuals are encouraged to contribute irrespective of their background. He suggests “facilitating mentorship programs, open-door communication policies, and employee resource groups” as ways to cultivate such an environment.
For those looking to absorb more of Smith’s wisdom, IA Business Advisors is not a hard nut to crack. They are just a click away on Facebook, LinkedIn, Twitter, and Instagram, with decades of expertise just waiting to sprout wings for businesses around the world.
Smith’s parting shot is a reminder that well-intentioned DEI strategies can flounder if they fail to be inclusive in practice. “Help people realize they have a voice worth hearing. When someone discovers how they can contribute, that’s when they begin to invest, and that’s when true equity blossoms,” he affirms.
In essence, making sure your DEI focus isn’t isolating anyone is more about the mind than the metrics. It’s evolving past the diversity headcount to fostering an ecosystem where every person, every thought, and every effort counts equally. And as the team at IA Business Advisors will tell you, that’s good business sense.
Published by: Martin De Juan
