Giving Compass' Take:
- Mary-Frances Winters, writing for Stanford Social Innovation Review, suggests that DEI programs can sustain organizational well-being if they acknowledge systemic racism and work to upend it.
- How can donors help fight systemic racism? How is it embedded in the charitable giving space?
- Learn how to give effectively to fight systemic racism.
What is Giving Compass?
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Although more and more organizations are taking steps toward greater diversity, equity, and inclusion (DEI) in the workplace, people of color continue to consistently report feeling undervalued, unsafe, and exhausted from navigating unwelcoming work environments. They see implicit biases play out as micro-aggressions (such as consistently mispronouncing one’s name, confusing one person of color for another, or showing surprise that a person of color is the leader) and experience blatant racist behaviors, such as being the target of racial slurs. People of color also experience more negative outcomes related to hiring, promotions, terminations, and performance evaluations than their white peers. Many remain silent about these experiences for fear of not being believed and losing employment.
These experiences and outcomes are signs of an unhealthy work environment that devalues DEI, and we know that repeated exposure to an unhealthy workplace takes a physical and emotional toll on workers. It negatively impacts employees’ overall well-being—a problem often amplified by systemic disparities in access to health care.
By contrast, organizations that understand DEI and integrate it into every aspect of what they do are healthier and boast thriving staff communities. In our 36 years of organizational development and DEI consulting work at The Winter’s Group, we’ve seen how supporting individuals’ well-being fosters both individual and organizational resilience, and increases open-mindedness, acceptance, and innovation. We’ve learned that effective well-being strategies are tailored to an organization's values and vision. They also require that leaders model a personal commitment to change; that all staff participate; and that organizations make small shifts to policies, procedures, and practices that enhance well-being.
Traditionally, organizations have addressed DEI from a programmatic perspective, developing training (such as on overcoming implicit bias), implementing employee affinity groups (such as for women or people with disabilities), and establishing diversity councils that advise various departments. While initiatives like these are laudable, they fail to address embedded, systemic racism.
Read the full article about equity, inclusion, and organizational well-being by Mary-Frances Winters at Stanford Social Innovation Review.