As a leader, you know that building a thriving, successful organization also means building a strong organizational culture that can attract top talent, foster innovation, and drive long-term success. Putting in the work to advance organizational culture is a necessary part of any organization’s development, but looking at what is – and isn’t – working from the get-go is an often-overlooked part of that process.
However, knowing how to tell is often a bigger challenge than knowing what is or isn’t working. The feeling that things are going “fine” can mask a deeper organizational need to re-evaluate the ways in which your organization works – and spotting these issues and addressing them early can help you forge a stronger organization in the long-term.
As you read through these five critical risk factors, consider how they may be manifesting in your own organization. By taking proactive steps to address these issues and cultivate a culture of inclusion, equity, and continuous growth, you’ll be better positioned to navigate these challenges.
1. Your organization’s decision-making isn’t discussed or dissented on enough.
When major decisions are made without robust discussion and the opportunity for dissenting views to be heard, it can lead to less-than-best-case outcomes. If people on your team feel discouraged from questioning decisions or voicing concerns, your organization misses out on valuable perspectives that could identify risks and shortcomings in the chosen course of action. This lack of healthy debate and dissent can result in an echo chamber where flawed assumptions go unchallenged. When you encourage a culture where respectful disagreement is welcomed and people feel psychologically safe to speak up, your organization will make thoroughly vetted, higher quality decisions.
2. Your employee feedback isn’t examining factors across demographic groups.
When you’re collecting and analyzing employee feedback, it’s crucial to look for patterns and differences across various demographic segments. If you simply aggregate all responses into overall metrics, you may fail to identify issues that disproportionately impact certain groups, such as women, people of color, LGBTQ+ individuals, or employees with disabilities. By not examining this data with a demographic lens, you risk allowing inequities and feelings of exclusion to persist, leading to higher attrition rates among marginalized populations. Worse, you may make decisions based on the majority experience that inadvertently exacerbate challenges for others. Commit to thorough, intersectional analysis of employee feedback to surface areas for improvement and take targeted actions that make your workplace engaging and equitable for all.
3. You’re not examining your external partnerships and vendor relationships enough.
It’s important to carefully evaluate the companies and organizations you choose to work with and ensure they align with your values. If you don’t assess your external partnerships and vendor relationships through a critical lens, you may unknowingly be supporting unethical practices or working with entities that have a history of discrimination or unfair treatment of workers. Additionally, by not examining these relationships, you miss opportunities to partner with diverse businesses that can bring new ideas and help you better serve a broader range of customers.
Take the time to thoroughly vet your partners and vendors, and prioritize working with companies that demonstrate a commitment to diversity, equity, and inclusion. By doing so, you can leverage your partnerships to drive positive social impact while also benefiting from the innovation and expanded perspectives that come from diverse collaborations.
4. Your DEI efforts are separate from your core business strategies.
When diversity, equity, and inclusion initiatives are treated as an afterthought or a separate workstream from your main business priorities, they are unlikely to have a meaningful impact. If DEI isn’t integrated into decision-making across all functions, from product development to marketing to HR, it sends the message that it’s not truly valued by the organization. This disconnect can lead to a lack of buy-in and accountability, as well as missed opportunities to embed inclusive practices into everyday operations.
To drive systemic change, DEI must be woven into the fabric of your business strategy. This means setting clear diversity goals and metrics, empowering DEI champions across the company, and assessing all major decisions and initiatives through an equity lens. By making DEI a core pillar of how you operate, you’ll not only create a more inclusive culture, but also position your business to innovate, grow, and thrive in an increasingly diverse marketplace.
5. Your own blind spots are leading to all of the above.
When leaders fail to recognize and address their own biases and blind spots, it can have a cascading effect on the entire organization. If those at the top aren’t actively working to identify and mitigate their own prejudices, they may unknowingly perpetuate a culture that stifles diversity of thought and marginalizes certain groups. This lack of self-awareness can lead to complacency – and worse, you risk falling into patterns that produce all of the above risk factors.
Don’t let these hidden risks undermine your organization’s well-being and success. By proactively addressing these critical factors, you’ll foster a thriving, diverse workplace that attracts top talent, drives innovation, and positions your company for long-term success. If you’re ready to advance culture and climate for your organization, talk to us today.
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