When companies decide to "commit to DEI," there is always a huge misstep. Leaders think the first thing to do is to hire a DEI consultant to develop a recruiting strategy or facilitate a DEI workshop/training. However, there is a significant psychological component of committing to DEI that involves having an intentional, strategic plan to guide all company efforts, having metrics to track the progress of those efforts, and making sure that the plan meets the needs of all employees, consumers/clients, and other stakeholders—specifically, those with the most intersecting needs and who need the highest level of support. Here are some things to consider for each company stakeholder. 🌱 The leadership team needs to be comfortable with change and confident in making difficult decisions, such as letting go of stakeholders who no longer align with the direction the company is going. They need to be comfortable with being "wrong" and not "perfect" and holding themselves accountable. 🌱 Middle managers must be prepared to receive pushback from their direct reports while managing their own reactions to the shifts and changes. Effective communication, accountability, and transparency are important in change management. 🌱 DEI practitioners are leading the charge in developing the strategy. They must be project managers, juggling competing expectations and priorities while bringing awareness about foundational DEI topics, so everyone will understand why changes are happening. They also need to process their own emotions and experiences simultaneously, especially if they're a person who belongs to a historically marginalized group. 🌱 Lastly, employees need to mentally prepare themselves for things to be different from what they're used to. They need to be comfortable with being held accountable for things that may not have been considered important before (ex. microaggressions & harassment). They have to be open-minded and compliant with new policies and processes. And everyone, at all levels, needs TIME and SPACE to process and ask questions. Implementing change too quickly and without providing context can be detrimental to making progress and to the overall culture. At DSRDC, we specialize in creating systemic shifts that account for the psychological components of the change process and developing a DEI strategy. We develop intentional DEI strategies that aligns with a company's mission, and meets the needs of all stakeholders, especially those with intersecting needs. And we provide support and guidance throughout the entire process, from planning to implementation to ongoing evaluation. 📍If you are a DEI practitioner seeking support in leading DEI strategy development, or a company looking for someone to help you navigate a culture shift, we'd love to work with you. Schedule a free discovery call today (dsrdconsulting. com/contact). Clickable links are in the comments.