Why DEI is a Global Conversation & How to Approach It
As diversity, equity and inclusion (DEI) becomes part of the everyday conversation at work, we’ve noticed a thread of skepticism from international colleagues about the relevance of diversity, equity and inclusion beyond U.S. borders. To be fair to those across the pond and beyond, this perception is hardly surprising. The current narrative around DEI is one rooted in a distinctly North American social and political context. Discussions on anti-racism and racial discrimination are often grounded in the United State’s specific history of enslavement and genocide. Similarly, conversations on gender disparity and harassment spurred by the U.S.-born #MeToo movement can lack international nuance in corporate settings. This perception of DEI as an ‘American thing’ is in part due to how we’ve collectively framed the conversation thus far. But the reality is that the drivers behind DEI work apply just as readily to the international community. Unfortunately, structural inequality and bias are global phenomena.
Why do we need to pay attention on a global level?
The impact of colonization and European ethnocentrism influences the global community through stark resource and power imbalances, migration pressures, and climate change that continue to disadvantage areas of the Global South and communities of color. Broader global relations aside, there also exist country-specific ethnic dynamics that make DEI an important business conversation. From caste differences in South Asia to ethnic and religious minorities in the Middle East and North Africa, inequality is present in every geography. These global and national dynamics pose potential risk and untapped opportunity for organizations in terms of supply chain, product development, and growth. Successful businesses understand the importance of adapting to cultural contexts when working across regional markets. Likewise, overlooking inclusion and belonging internally risks the potential alienation and thus retention of employees -- limiting the innovation that stems from diverse teams. By not taking action to improve equity and inclusion across multiple dimensions, we are leaving room for opportunity hoarding that continues to benefit only those in positions of power and ultimately risk not seeing the innovation that helps us all work and live differently.
So what does a Global D&I approach look like in action? Here are some ideas on how to get started:
Establish working definitions of diversity, equity and inclusion that are both culturally specific and global in scope for your organization. For example, consider broadening your understanding of diversity and inclusion to include cultural awareness and respect for local traditional and styles.
Expand your language around identity and representation to incorporate regionally specific and meaningful demographic groups.
Review policies and procedures for (systemic) bias and inequality. For example, with global teams, what geographies drive the thinking on timing for important calls and meetings. Are US time zones prioritized? Or are meetings clustered in Europe?
Examine DEI challenges at all levels of the organization. Remember that DEI is not just an HR issue. E.g. How can marketing look at the inclusiveness of its collateral and content? How can Product think about access in a more sustainable and less episodic way?
Incorporate a global lens on Employee Resource Groups (ERGs) and allow for subgroups. For example, a Black ERG at an international organization may serve different purposes for African Americans and those based in the MENA region.
Consider that legal parameters around compliance may differ by country.
Adopt a global mindset and track significant political developments around the globe on an ongoing basis, particularly in regions where your organization is most active and has an employee base.