In this episode of “The Space In Between Podcast”, host Leigh Morgan sat down with Sandy Mollett, a distinguished thought leader and practitioner in Diversity, Equity, and Inclusion (DEI). Mollett, known for her extensive experience as a corporate executive and bridge builder across divides, shared her insights into the complex landscape of DEI in today’s often polarized world. Leigh and Sandy go deep, addressing the history of DEI and why the topic is so controversial. They also consider how to ‘walk the talk’ and cultivate connection with folks who are big supporters of DEI’s aspirations, those who think DEI is the worst thing in the world, and also with those looking for effective ways to innovate. Join us for a great episode!
Understanding the DEI Controversy
The podcast began with a brief overview of what DEI is and its history from the early 1900’s to now. Leigh and Sandy then explore why DEI has become a lightning rod in the U.S. Among the reasons cited were the misconceptions surrounding DEI initiatives, which are sometimes perceived as lowering standards or promoting favoritism. Sandy emphasized that DEI is not about quotas or reducing expectations but rather about creating environments that foster innovation, productivity, and shareholder value. Despite these advantages, DEI efforts have faced backlash, with accusations of favoritism towards underrepresented groups. They discuss the nuances of the criticism, and acknowledge that DEI efforts done poorly are most often efforts where DEI is not seen as central to driving better performance.
The Evolution of DEI Efforts
Sandy traced the evolution of DEI efforts back through history, highlighting significant milestones such as women’s rights in the 1920s, desegregation in the armed forces, and the Civil Rights Act of the 1960s. These historical benchmarks have paved the way for a more conscious approach to DEI, recognizing the systemic challenges that specific groups face and the need for organizations to cast a wide net to get the best talent and find ways to ensure the best talent stays. In recent years, organizations that have embraced DEI have seen it as a business strategy that brings different lived experiences and perspectives to drive growth and competitiveness.
Navigating the Backlash
In recent months, there has been a noticeable retrenchment of formal DEI policies in the public and private sectors. Mollett explained that some organizations choose to roll back their DEI initiatives due to political pressures or in response to the hostile sentiment equating DEI with lowered standards. She outlined three main reactions organizations can have: rolling back completely, complying under the radar, or standing firm in their commitment to DEI. Mollett stressed that organizations that remain committed to DEI – when done well – realize tremendous benefit from a more innovative and productive work environment.
Bridging Divides in DEI Discussions
When it comes to bridging divides, Mollett emphasized the importance of communication, connection, and the willingness to have open conversations. She advocated for listening to others’ stories and believing in their experiences without judgment.
Mollett also acknowledged the fear that some individuals might have about saying the wrong thing in DEI discussions and encouraged a culture of grace where mistakes are opportunities for growth rather than blame and shame.
Conclusion
The conversation underscores the ongoing necessity for organizations to carefully consider how they approach DEI. By fostering an environment of inclusion and understanding, companies can harness the benefits of diverse perspectives and thrive in today’s competitive market. But, the approaches need to be linked to an organization’s strategy – and can’t be just performative branding to attract customers. Sandy encourages all of us to to “love and listen to each other”, and offers other simple – yet profound solutions – to bridging divides and creating meaningful change in our communities and workplaces.
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