Getting leaders to buy into DEI initiatives

Although most leaders say they support diversity, equity, and inclusion in the workplace, a consistent and persistent effort is lacking from them to create organisational change. Many leaders simply do not understand how their behaviours affect DEI outcomes, or their important role within people’s experience of equity and inclusion.

Symmetra offers an array of flexible tools and solutions to help leaders understand their inclusive leadership capacities, their role in creating positive change, and how to engage others to become allies in creating inclusion, safety and belonging.

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Buy-In Challenges

Lack of connection to the ‘Why’

Some leaders are motivated by data and evidence, and others will be moved by an empathetic and personal understanding of the obstacles faced by peers from diverse groups. Without a convincing and personalised case for change, leaders often stick to what they know.

Lack of self-awareness

Leaders commonly overestimate how inclusive their behaviours are and do not realise their intentions may not match the way they are experienced. Additionally, they will underestimate how important their role is in executing DEI strategies.

Low or no prioritisation

Often leaders do not believe they have DEI problems, think the organisation is already doing enough, or they don’t feel they have the time and resources for DEI efforts - particularly if they cannot see the immediate benefits.

Misconceptions about DEI

Many leaders worry that investing in DEI initiatives is risky and they fear making mistakes and receiving backlash. Some mistakenly struggle to reconcile the ideas of DEI with meritocracy and think a focus on diversity will alienate members of the majority.

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The Problem with Most Inclusive Leadership Programs

Many DEI programs today can do a great job of building awareness, but often they fail to engage with senior leaders in a way that recognises the context they operate in. These leaders face a wide range of pressures, complex challenges and competing demands. Moreover DEI programs need to feel like a strategic imperative with specific and achieveable goals for them to engage in it.

A great deal of DEI training is too generic, does not present a persuasive case for change and does not sufficiently address the role senior leaders need to play as equity advocates as a result.

How Symmetra Can Help

Wherever an organisation is in its DEI journey and whatever level of exposure leaders have had to the topic, Symmetra will help them find the reasons to be both excited and motivated to create an inclusive workplace.

We do this by providing leaders with an essential education on the importance of DEI, combined with a strong business case, and developing customised roadmaps to grow their inclusive behaviours.

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