3 Courageous Strategies For DEI Webinars
What you choose to focus on and how you structure DEI webinars convey your commitment and foreshadow your future success.
Over the past year, organizations have been pushed to merge two apparently incongruent interests. First, engaging their people almost exclusively virtually due to the pandemic, and second, taking on issues of diversity, equity and inclusion (DEI) in response to the renewed and necessary social justice awakening. Tackling DEI issues in the workplace is a delicate and challenging matter that is complex and that can be best done when there is space to be fully human, vulnerable and present. Trying to do this on zoom is not for the faint of heart. It’s like asking someone to run a marathon while wearing heels. Yet, I have had the opportunity to participate in a fair share of these efforts and there are some readily identifiable ways in which DEI webinars can be effective and others that will surely fall flat and moreover, create more issues down the road.
Show Up Imperfect
A DEI webinar that starts with tightly rehearsed talking points that emphasize how great the organization is and all that it is already presumably doing in relation to diversity, equity and inclusion raises alarm bells about motivations. This is even worse when what is being highlighted, let it be a program already in place or some past effort, was originally marginally related to DEI. I recently saw a DEI webinar where the focus was on featuring an ongoing project on socio-emotional learning, which not only was it not originally intended to address the interests specifically of students of color but implied that this is “the thing” that could really make a difference for this student population, as opposed to more substantive structural changes. This approach leads the participants thinking and feeling that you are not authentically showing up to learn and evolve, but rather throwing scraps at the problem. Rehearsed talking points that celebrate what you are already doing lack the humility and curiosity necessary to truly evolve organizations. Show up with something less polished, embracing your imperfections, and your people will in turn show up for you with investment and engagement in the session and beyond.
Take On The Dumpster Fire In The Chat
A first step in taking on DEI work is recognizing that, alas, the work is not done yet! This may seem entirely obvious but the fact is that organizations are currently fighting internal defensive battles around DEI, with many leadership egos on the line. Senior leaders feel defensive of their own personal commitments, legacies and reputations and this shows up in virtual programs that are surface and performative. It is not uncommon for DEI webinars to take on one aspect of DEI and attempt to be controlled and academic about it, while avoiding taking on the hot mess that may be happening on the chat or neglect to bring into the space the actual issues or conversations that they know people are discussing by the proverbial water cooler. I have seen DEI webinars where presenters are doing their best to showcase an effort that may look or feel like relevant work, while the chat is on fire with microaggressions or blatant racist rhetoric that is being ignored. Session designers and facilitators should understand that the actual conversation is what people will be engaging with and what they will take away from the session. Don’t be afraid to stop the presentation and facilitate the real conversation that people want and need to have about DEI. Moreover, allowing bad behavior to go unchecked is a sure way of letting your people know that you’re not serious about your commitment to DEI.
Make Space to Co-Create
One of the hardest things to do in a virtual meeting is to generate safe and open dialogue, which is so essential to take on DEI issues. Because it’s hard, too many session facilitators over-architect their programs and limit the opportunities for participants to contribute. This is a sign of fear and desire to control. One of the best ways a session designer or organizational leader can get over these fears is by doing their own personal DEI development work and embracing the fact that DEI conversations are by definition imperfect and ever evolving. There has to be an understanding, an assumption, that there is always room for improvement. If we embrace that growth orientation we are less likely to be paralized by falling short from perfection. It can lead us to set up norms and show up in ways that demonstrate humility and a genuine appreciation that everyone must have a voice and has something to contribute. There is no such a thing as an effective DEI strategy that comes exclusively from the top. Use your DEI webinar to foster a sense of safety, co-ownership and co-creation that starts with more rather than less open dialogue and curiosity.
