The world is changing. Are you?

It has traditionally been a challenge to ‘sell’ the benefits of leading a diversity, equity and inclusion (DEI) strategy to our organisations, but with an ever-changing world, is there any time to waste? Jess Stuart provides answers on building inclusive leadership and implementing DEI strategies.

The world is changing at a rate we’ve never seen before. Our workplace demographics look different. The expectations and norms of employers and employees are evolving. And, with hybrid working challenges, increased burnout, the evolution of artificial intelligence and economic uncertainty, we’re looking to unite around common goals and cultivate a sense of belonging.

Uncertainty Galore

Leaders, in particular, are facing huge challenges as they navigate teams and organisations into a new and uncertain world post-pandemic. The World Economic Forum has called it a poly crisis and, with the geopolitical situation across the globe, cost of living crisis, budget cuts and climate change, there’s a lot to think about.

Our workforces also look different and will continue do to so. Leading multidemographic teams is a challenge, and the demographics of those around us are often quite different from what we know (which, of course, is those who look and sound like us). The latest data tell us 30 per cent of our young people are Māori and Pasifika. Overlayed with a large Asian migrant population this will change the face of our future workforce. If we’re not able to attract and retain a multidemographic workforce and create a culture in which they can belong, we simply won’t have a workforce in the future.

It’s scary stuff for our busy leaders and often something they’re looking to us, as HR professionals, to support (or sometimes solve).

OWNERSHIP BY ALL

At the same time, we’re seeing a shift overseas from DEI sitting in the remit of HR or stand-alone DEI roles towards embedding this as part of every leader’s role. While we might develop and implement the strategy and act as an advisor to the business, this is work that needs to show up in every team, at every level, in the same way that culture does. I’d argue that this is part of your culture of belonging and inclusion and a point of difference for employers of choice.

Historically, progress has been slow in the DEI space, it can be a challenging initiative to lead. How do we engage everyone in the conversation and go from division to unity? How do we influence the conversation at a senior level to ensure buy-in for these initiatives and produce a tangible return on these investments?

THE STRUGGLE TO ‘SELL’

We know it’s not just a focus on recruiting diverse talent that makes the difference, but ensuring they feel included and like they belong when they arrive. Recruitment investment is wasted unless it’s followed by retention. This is why this work is about so much more than quotas and statistics, although it’s important to measure these too. An inclusive culture will, by virtue of its impact, ensure the statistics and data improve, too.

A Deloitte study found organisations that build a culture of inclusivity and have inclusive leaders are six times more likely to predict and adapt to change, six times more likely to innovate and twice as likely to meet and exceed their bottom-line objectives.

Yet it’s traditionally been a challenge to ‘sell’ the benefits to senior leadership and get buyin beyond ‘this is the right thing to do’ or something we must do from a policy perspective. The business case is clear: not just for retention and engagement of talent but also for our leaders to futureproof their own skills and stay relevant as the world continues to change around them.

LEADERSHIP EVOLUTION

Multi-demographic workforces, a change in the demographic landscape of Aotearoa and the post-pandemic world of work all affect the way we work. Expectations require leadership to evolve and change, with a focus on inclusivity, curiosity, collaboration and courage. Leaders will be looking to us for support and to lead the way in this space as we all navigate the future.

I have a passion for gender equity, building on our diverse experience and creating a sense of belonging. A proud member of the Rainbow community, I co-facilitate an allyship and inclusive leadership programme.

It’s been fascinating getting groups of leaders together from various industries and organisations to talk about their challenges, to provide a platform for them to be heard and support them in developing inclusive leadership skills.

All of this experience has been channelled into the forthcoming HRNZ DEI Foundations workshop. This new workshop allows you to deepen your understanding of DEI and its effect on workplace dynamics. This session will equip you with strategies to build inclusive leadership and implement DEI strategy. Through expert guidance, interactive discussions and actionable planning, you’ll gain the skills to lead effective DEI initiatives, ultimately creating a more inclusive and equitable organisation.

The workshop is designed to increase awareness and competency across the business to better manage and support a diverse workforce. You will learn to facilitate conversations and communicate DEI initiatives effectively across all levels of your organisation. Alongside this, you will better understand the effects this work has on engagement, turnover and innovation to confidently speak to the business case for DEI.

For more information on this practical half-day workshop, happening on 30 October 2024, please email events@hrnz.org.nz

Jess Stuart is the author of seven personal development books and is an international keynote speaker. A former senior leader with 15 years in HR and a background in the corporate world working across many countries and industries, businesses find Jess can speak their language. She is a sought-after leadership coach with a passion for gender equity, building on our diverse experiences and creating a sense of belonging. A proud member of the Rainbow community, described as articulate and inspiring, Jess has a passion for sharing her wisdom and motivating others with her words.