Feeling Before Fact: Don’t Pay Lip Service to DEI
by Meera Seshadri
A recent Forbes article titled The Hidden Dangers of Ignoring Employees offered recommendations for dispelling misconceptions, showing appreciation, being proactive, having regular check-ins, and establishing connections. However, it fell short of addressing the subject itself: Why are people ignored in the first place?
The root cause goes much deeper than simply being kind and checking in. Harassment, discrimination, and unconscious or overt bias based on gender, race, sexual orientation, and/or any other identity are rampant across professional industries. A real solution isn’t just about implementing these five actions, but reflecting on and acknowledging where we unintentionally treat people inequitably because of the ways they show up in the workplace. It’s about ensuring each employee can show up authentically, where IF they bring their whole selves to work, they are free from the threat or experience of judgment, maltreatment, and/or dismissal. For example, someone who identifies as lesbian should feel comfortable and encouraged to bring her partner to a work event without hesitation.
If we want meaningful change, these recommendations must be more than surface-level fixes. They must be grounded in creating an inclusive environment where employees AND leadership are seen, respected, and valued for who they truly are.
bringing our whole selves to work
The concept of bringing our whole selves to work is rooted in the belief that employees should feel safe, valued, and encouraged to express all aspects of their identities in the workplace, without the fear of discrimination or exclusion. This includes personal attributes like race, gender, sexual orientation, ethnic and religious background, and/or political values. When employees feel free to be their authentic selves, they are more engaged, productive, and innovative.
This practice emphasizes:
Inclusion & Belonging: A workplace culture where differences are not just tolerated but embraced. It creates an environment where everyone feels valued and respected.
Psychological Safety: Employees should feel safe to express opinions, ideas, and even make mistakes without fear of retribution. This leads to higher levels of creativity and collaboration.
Authenticity: Encouraging employees to bring their genuine selves to work allows for more honest communication and stronger relationships, both within teams and across the organization.
Work-Life Integration: Recognizing that employees' personal lives and identities influence their work and allowing for flexibility and understanding in how they navigate those roles.
Organizations that adopt this approach often see improved morale, higher retention rates, and stronger overall performance, as people are naturally more committed and motivated when they don't feel the need to mask their true selves.
It’s also about building trust, fostering a workplace where different perspectives and backgrounds are not only hired for, but actually incorporated into creating richer and more inclusive content, shifting norms, and altering decision-making to center minority perspectives. For this concept to work though, leaders need to champion and role model this philosophy, not only ensuring their staff are properly trained, but that they have the humility to participate in these discussions alongside their workforce.
At Soteria Solutions, we believe that fostering an inclusive workplace starts with empowering employees to bring their whole selves to work. Our customized workplace training, curriculum, and technical assistance programs address the importance of creating environments where everyone feels valued and respected. Want to learn how to not just pay lip service to “DEI”?
Let’s talk about how our tailored solutions can help! Reach out to us at info@soteriasolutions.org or visit HERE.
written by:
Meera Seshadri, MSPH, is the Prevention Strategy Lead for Soteria Solutions and a Lead Trainer for both the Bringing in the Bystander® College Prevention Program and Workplace Solutions. She has spent more than a decade working as a health communications consultant, activist, and researcher at the intersections of health equity, gender justice and sexual and reproductive autonomy.