The Importance of Diversity, Equity, and Inclusion in Organizational Culture Transformation
As the world becomes more diverse and interconnected, organizations are recognizing the importance of diversity, equity, and inclusion (DEI) in their workplace culture. In a recent podcast episode hosted by Katee Van Horn, we heard from Maria Morukian, the president of MSM Global Consulting. Maria has dedicated 20 years to the field of DEI, focusing on organizational culture transformation and leadership development.
Meet Maria Morukian
Maria is the president of MSM Global Consulting, a small consulting business based in Washington DC. With a wealth of experience in the non-profit sector, the federal government, and now running her own consulting business, Maria brings a unique perspective to the conversation.
MSM Global Consulting specializes in organizational culture transformation and leadership development, with a specific focus on diversity, equity, and inclusion. Maria's journey in this field started with intercultural competence training and has since evolved to encompass power dynamics and oppression.
Understanding the Existing Culture
During the podcast episode, Maria highlighted the importance of conducting assessments and gathering data to understand the existing culture and experiences within an organization truly. She recommended various methods such as surveys, individual conversations, and focus groups to gather insights from different identity groups.
Leaders need to be aware of the gaps and challenges within their organizations, even if they may not be initially aware of them. Addressing power dynamics and understanding the impact of those in positions of power on relationships and outcomes is crucial for genuine cultural transformation.
Facing Challenges and Overcoming Fear
Maria discussed the increasing openness to exploring race and racial injustice within organizations. However, she also acknowledged the fear around the politicization of DEI initiatives. It is important for organizations to be prepared for potential backlash when taking a stand on social progress. Having a crisis communications team in place can help address and manage any challenges that may arise.
Furthermore, Maria emphasized the need for organizations to stay committed to DEI efforts, even in the face of criticism. The focus should be on long-term outcomes rather than short-term fixes. In measuring progress, evaluating the quality of outputs rather than just the quantity is essential.
Measuring Inclusion and Representation
Maria recommended measuring representation at all levels and within all job functions to assess the diversity within an organization. However, gauging feelings of belonging, value, and inclusion within the organization is equally important. This goes beyond numbers and statistics to truly understand the experiences and perspectives of individuals.
Leaders Doing Their Own Work
During the conversation, Maria emphasized the need for leaders to self-reflect and confront their biases. Our biases and lived experiences shape our perceptions, and it is crucial for leaders to recognize and address them in order to create an inclusive culture.
Building bridges and fostering connections is also key to DEI efforts. Maria encouraged dialogue and understanding with individuals who may not see the world the same way. Organizations can create environments where diverse perspectives are valued and respected by finding common ground.
Continuing the Journey
As the podcast episode came to a close, Maria mentioned her book, "Diversity Equity Inclusion for Trainers." The book includes a chapter on the importance of self-reflection and personal growth in DEI work. It serves as a valuable resource for individuals and organizations committed to driving positive change.
Katee Van Horn also added her insights, highlighting the importance of leaders being actively involved in DEI efforts. They should not just be the face of the conversation but also allocate resources and budget for this work. It takes commitment at all levels of an organization to create lasting change.
Finally, it was emphasized that DEI practitioners should find their network and support system to decompress and continue learning along the journey. The work of transforming organizational culture is ongoing, and having a supportive community can make a significant difference.
In Conclusion
Organizations must prioritize diversity, equity, and inclusion in their culture transformation efforts as we move towards a more inclusive and equitable future. By conducting assessments, addressing power dynamics, and measuring both representation and feelings of inclusion, organizations can create environments where everyone feels valued.
Leaders must do their own work, reflect on biases, and build bridges with individuals who may have different perspectives. It's important not to back down in the face of criticism and to focus on long-term outcomes rather than quick fixes.
By committing to the DEI journey and having a network of support, organizations can drive real change and foster cultures that celebrate diversity and empower all individuals.
