Correct the systemic issues plaguing your organization. Focusing on individuals leads to backlash.
One powerful method to avoid backlash is by framing DEI initiatives to address inequities as changing systems, rather than changing individuals. By situating an organizational inequity in something less “personal” than an individual or group, like a process, policy, or normalized set of practices, leaders can galvanize the workforce while lowering the risk that people feel personally targeted. Here are some examples of this approach in action, compared to framings that risk activating backlash.
To address this, we should give disabled and neurodivergent employees coaches and run a campaign to help all employees build empathy for these experiences.”“The employee experience is built around narrow assumptions about the ‘ideal’ employee that no longer hold true for our current workforce, which, among other things, is more disabled and neurodivergent than the workforce of the past.
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