Current State
Many organizations rely primarily on C-Suite executives and dedicated DEI leaders to drive Diversity, Equity, and Inclusion initiatives. While this top-down approach is important, it often falls short of creating widespread, sustainable change throughout the organization. There is a growing recognition that a more holistic approach, involving allies and advocates at all levels, is necessary to accelerate DEI impact.
Enlisting and leveraging the support of champions is a tried-and-true approach for successful employee experience and change management efforts. It has been used in organizations for decades to aid in the adoption and acceleration of change efforts – whether technical or otherwise. Incorporating this approach in DEI efforts while simultaneously integrating DEI strategy into the larger organizational culture is the most sustainable path forward.
Complexities
Building a network of DEI champions presents several challenges that organizations must navigate. Identifying and engaging potential allies across various demographic groups and organizational levels can be difficult, requiring careful consideration and outreach. There’s also the delicate task of balancing the workload between DEI leaders, marginalized groups and allies to prevent burnout and ensure sustainable engagement.
Equipping allies with the proper knowledge and skills to effectively champion DEI initiatives is crucial but can be resource-intensive. Organizations must also work to foster a culture where speaking up against bias is not only encouraged but rewarded, which may require significant shifts in existing norms. Maintaining momentum and continuity of DEI efforts in the face of personnel changes poses another challenge, as does accurately measuring the impact of allyship and champion networks on overall DEI progress.
Implications
The implementation of a strong DEI champion network can have far-reaching implications for an organization. Such a network can significantly amplify the reach and effectiveness of DEI initiatives, extending their impact beyond what could be achieved by DEI leaders alone. Allies play a crucial role in raising awareness and building empathy among majority groups, which can drive meaningful cultural change throughout the organization.
For diverse talent, an expanded network of supporters can lead to more coaching, connections, and sponsorship opportunities, potentially accelerating career advancement. By weaving DEI efforts into the fabric of the organization through widespread allyship, these initiatives become more scalable and sustainable. This approach may also result in improved retention and engagement of diverse talent as the overall culture becomes more inclusive. When the responsibility for DEI is shared across a broad network rather than relying on a few key individuals, long-term progress becomes more likely and resilient to changes in personnel or leadership.
Critical Questions
- How can we effectively identify and recruit potential DEI champions from diverse backgrounds and positions within our organization?
- What training and resources are needed to equip allies with the necessary skills and knowledge to be effective DEI champions?
- How can we create a system to recognize and reward champion efforts without commodifying DEI work?
- What metrics should we use to measure the impact and effectiveness of our DEI champion network?
- What communication channels and collaboration tools would best support our DEI champion network?
Brandon Hall Group™ Point of View
Focus on Identification, Training and Ongoing Support First
To create a successful DEI champion network, organizations must adopt a holistic approach encompassing identification, training, and ongoing support. Effective champions come from diverse backgrounds and require continuous development. Identification should cast a wide net across the organization, using surveys, nominations and open calls for volunteers. Look for individuals who demonstrate inclusive behaviors or show keen interest in DEI topics. A formal application process ensures champions are diverse and committed.
Champions need comprehensive, ongoing training covering topics like unconscious bias, cultural competence and inclusive leadership. Utilize various formats and consider partnering with external experts for specialized sessions. Establish robust communication channels and collaboration tools to support the network. Implement a multi-channel approach with dedicated online spaces, regular updates, and periodic meetups to foster community.
View the champion network as a dynamic ecosystem requiring continuous nurturing. Regular assessment and refinement will ensure it remains effective and aligned with the organization’s evolving DEI needs and goals.
Long-term engagement
Sustaining long-term engagement requires regular network meetings, rotating leadership roles, and continuously introducing new challenges. Providing growth opportunities for champions serves as a powerful motivator. A tiered system of involvement can accommodate different levels of commitment. Organizations must strategically encourage allies to take on more significant responsibilities. This begins with clear communication of expectations and providing specific, actionable tasks. Creating accountability through personal DEI goals and regular progress reports ensures allies remain active and impactful.
The success of this strategy relies on viewing ally engagement as a dynamic, evolving process integral to the organization’s culture and operations.
Consider the value of a measurement framework:
By implementing a comprehensive measurement framework, organizations can gain a nuanced understanding of their DEI champion network’s effectiveness, identify areas for improvement, and demonstrate the tangible impact of DEI efforts on the organization as a whole.
