Issue 134: What is going on with companies and DEI?

Something is happening, very quickly, in the world of work. Companies are drawing a line in the sand on DEI, with some abandoning the concept altogether, some rallying behind it, and some seeming just to remove the (somehow, contentious) term and keep the core programs and values behind it. Frankly, we are not surprised. Folks working in the DEI space have seen and predicted the wave of change. Practitioners we know and respect have advised us to remove the DEI offering from our website, or from our team specialists’ titles, worried that it would harm business or career trajectories.

We’ve never been a consultancy for everyone. But we are committed to building good work experiences for all. Here’s how we are navigating:

• We are sticking with our belief that inclusion at work is important, no matter what it’s called. We won’t shy away from the concept, or the acronym.

• We will not work with organizations who don’t share that core belief.

• We do not believe that DEI should necessarily be its own department, and if it is, it needs deep connection, sponsorship and integration to act as a kind of coach to the rest of the business. This is something that needs to be integrated into the everyday, not sectioned off. In HR, this means that inclusion is baked into hiring, onboarding, compensation, career progression, evaluations; essentially, everywhere.

• We have been monitoring the trend towards tighter performance standards, and, as long as these aren’t used as a dog-whistle for pushing similar-to-me-bias or the random subjectivity of untrained managers, we can get on board with some aspects of it. Mainly:

  • The way to succeed in a role should be clearly outlined

  • The way to grow in a role should be clearly outlined

  • These should be evaluated by a designed system, by managers who are trained to use it

  • Feedback should be regular, candid and delivered with care, giving folks the chance to course-correct on the above if need be

  • Compensation systems should be just as transparent and easy to navigate, both for staff and prospective candidates

  • Hiring processes and pay should be openly shared on job descriptions

  • How decisions are made on all of the above should be clearly shared and outlined

What does this have to do with DEI? Everything. While we can’t design away systemic injustices, personal bias and harmful structures (and it would be harmful in itself to say we could) transparency in how work really works is a huge step towards broader inclusion. It’s handing people a map, and giving bad behaviour and bias less places to hide.

If you’re an employer who wants to create both a strong team and a safe space, a culture of care and of clarity, these are some tangible steps. And don’t be afraid to say you care about diversity, equity, and inclusion; you just might attract some incredible people who have, for good reason, decided they need a new team to bring their talents to. Organizations aren’t much without their people; it’s just good business.

Bright Reads 🌞

• The various poetic descriptions of burnout (“the invisible wear-and-tear of gliding along the vector of exertion toward a dream we have long outgrown”) in this blog post had me reflecting on why it’s such a grind for (seemingly) everyone in my life.

• If you pay biweekly, this year may be an anomaly where you have 27 pay periods (vs the usual 26); best to check if this applies to you.

• The NYT’s Ethicist explores whether it’s well, ethical, to have two full time remote jobs. This is well-trod territory (we covered the story of one tech worker doing just this years ago in Early) but these things are real. Anecdotally, it happens at least every few months amongst the organizations we have a view into.

• Check out Levels.FYI’s annual compensation report for tech roles.

• Speaking of January vibes, are you still in reflection and planning mode, but a bit behind? Me too. I’m slowly working my way through the Year Compass, a set of questions looking back (and then forward) to review the last year and set the tone for the next. Someone has kindly made a fillable digital copy, which is much improved from the PDF.

• We’ve been supporting our clients who have staff in LA, ensuring the leaders have the resources they need to support their team in their needs and in their very real grief. Even if you don’t have any offices or coworkers in California, like any difficult world event, it’s impossible to know how it still may be impacting folks. Acknowledging the crisis, offering flexibility, and sharing resources are a great way to start.

  • Download the Watch Duty App for regular updates and evacuation orders

  • Free Airbnb temporary housing

  • Los Angeles Regional Food Bank

  • Charities and organizations to donate to

What’s New at B+E 🍏

• We’re welcoming Kari Bell, our newest Senior Consultant, who joined us January 6. Kari is a seasoned, modern and creative HR leader who is a huge contributor to the open-source HR community. We can’t wait for you to meet her!

Bright Jobs ☀️

Every issue, we’ll share a curated list of exciting jobs at Bright + Early partners. Bright + Early organizations are all committed to building human, inclusive places to work. Note that we’re not involved in hiring– please apply directly!

• Young Associates, a wonderful financial services and accounting firm serving nonprofits and charities, is looking for a General Manager

• Creative Commons is looking for a Development Manager

• Change.org is hiring for a few roles globally

• Blue Door, an organization working to support people experiencing homelessness, is hiring for their program teams

• Palette Skills is seeking up to two Board Directors

• House of XM, a rad woman-owned experiential marketing agency, is looking for an Account Executive.

• The Logic is looking for a Sales Development Representative.

Coming Up 👀

• January 19 is World Religion Day

• January 20 is Martin Luther King Jr. Day (USA)

• January 27 is International Holocaust Remembrance Day

• January 29 is Lunar New Year (Year of the Snake)

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