5 DEI expectations organizations should have of all leaders

5 DEI expectations organizations should have of all leaders 
Forbes; by Julie Kratz; 8/18/24 
Without leadership support, diversity, equity and inclusion (DEI) efforts do not work. ... For organizations wrestling with holding leaders accountable for DEI, consider these questions: 

1. What are leaders’ fears (real or perceived) about DEI? ...
2. What is holding leaders back from supporting DEI? ...
3. What would help to create more leadership buy-in to DEI efforts? ...

Consider the following expectations as a starting point:

• Listening (even if I disagree) to perspectives other than my own: ...
• Modeling inclusive behavior: ... This includes valuing differences, fostering a welcoming environment and challenging biases.
• Calling on other leaders to model inclusion: Leaders should hold each other accountable for promoting inclusion. ...
• Supporting cultural celebrations for employees of historically marginalized groups: ...
• Accepting organizational commitments to DEI even if they are different than my beliefs: While leaders may have personal beliefs or opinions that differ from the organization's DEI commitments, it's essential for them to accept and uphold these commitments. This demonstrates a commitment to the collective goal of creating a diverse and inclusive workplace.