The Missing Piece to Your DEI Puzzle
Diversity, Equity, and Inclusion (DEI) work aims to create workplaces that value differences, build fair systems, and challenge outdated norms. I was drawn to DEI because I wanted to disrupt ineffective social and relational norms and revamp the ways we engage with each other.
Initially, DEI work seemed straightforward. The urgency for change post-George Floyd pushed organizations to quickly address employee grievances and fears of being canceled. COVID-19 added another layer of urgency, forcing a collective confrontation with long-standing issues and a shared grief. But as we delved into DEI efforts, several challenges emerged:
On an Organizational Level:
Overwhelmed Responses: Many companies made statements that fell short of genuine commitment. These responses often stemmed from a place of being overwhelmed, resulting in performative actions rather than meaningful change. This reaction is similar to the concept of "fawning" in stress responses, where instead of addressing the issue directly, there's an attempt to appease or deflect discomfort.
DEI Strategies and Shutdown: As organizations began developing DEI strategies from scratch, they faced significant challenges. Culture assessments, including surveys and focus groups, revealed themes of stress and resistance. Leaders and employees often experienced states of shutdown (dorsal vagal response) or heightened anxiety (sympathetic nervous system activation). These reactions often led to decreased engagement, with some employees feeling that the DEI initiatives were performative or confusing.
On an Individual Level:
Trauma Bonding and Stress: The increased normalization of discussing DEI challenges on platforms like LinkedIn, while valuable, has sometimes led to trauma bonding and stress rather than healing. Discussions often focus on language and terms rather than addressing underlying trauma and stress, which can perpetuate division rather than foster understanding.
Elitism and Censorship: Evolving language around DEI has sometimes led to elitism and censorship, with terms and definitions becoming tools for shame and blame rather than constructive dialogue. This dynamic can create an environment where individuals are afraid to speak up or engage meaningfully.
Increased Marginalization: The influx of marginalized individuals into DEI roles has highlighted the need for systemic change, but it has also brought to light the trauma experienced in previous workplaces. This transition often overlooks the need for healing and resilience in addition to addressing systemic issues which can often be triggering and re-traumatizing to those who have experienced it most.
The Missing Piece: Nervous System Resilience
What’s often missing from DEI efforts is a focus on nervous system resilience and regulation. Effective behavior change involves more than just workshops and surveys; it requires understanding and addressing how our nervous systems respond to stress and change.
Key Points to Consider:
Behavioral Change and Nervous System Regulation: Lasting behavioral change depends on creating automatic responses in the body, which generally takes more than two months. Our nervous systems are designed to protect us from perceived threats, and change can be perceived as a threat. This means that behavior change often battles against our brain's instinct to protect and maintain the status quo.
Physiological Safety: For DEI initiatives to be effective, organizations must address physiological safety, which involves creating environments where individuals feel secure and supported. This concept goes beyond just psychological safety and encompasses the physical and emotional aspects of feeling safe.
Compassionate and Open States: Understanding that actions are often driven by fear and stress can help us approach DEI work with greater empathy. Creating environments where individuals can regulate their nervous systems and find internal safety is crucial for fostering genuine belonging, inclusion, and equity.
Conclusion: Embracing the Body for Radical Change
In striving for meaningful change within organizations, we often rely on cognitive and data-driven approaches. But why don’t we fully engage our bodies in this process?
Radical change needs more than intellectual understanding and metrics; it requires an integrative, embodied approach. Our nervous systems are crucial in how we perceive and respond to change. Neglecting the body's wisdom and resilience means missing a key element of transformation.
Rather than focusing solely on cognitive strategies or data points, we should integrate physiological safety and embodied practices. Connecting with our bodies helps create a foundation for sustained, authentic change.
Traditional organizational psychology often overlooks this, concentrating on surface-level metrics. True change comes from integrating the body's response to stress and safety, addressing barriers to belonging, inclusion, and equity from a place of embodied understanding.
To make a lasting impact, let’s shift from just using our brains to leading with our bodies, ensuring our approach to change is as holistic and inclusive as our values.