Why DEI Still Matters (and How to Get It Right)
HBR On Leadership
Deep Dive
Why did James and Krista White write the book 'Anti-Racist Leadership'?
James and Krista White wrote the book to provide a playbook for companies on how to transform corporate culture in a race-conscious world. James, as a former Black operating executive, and Krista, with her perspective as a millennial passionate about social justice, aimed to share their unique insights on systemic racism and anti-racism in corporate settings.
What is the definition of anti-racist leadership according to Krista White?
Anti-racist leadership involves a commitment to examining systemic issues within a company, including processes and rituals. Anti-racist leaders move beyond lip service, hold top leaders accountable, and are honest about their current standing. They lead with empathy, recognize implicit humanity, and are open to learning and evolving. They also create formalized opportunities for employees to voice their concerns and collaborate with diverse teams.
Why is middle management crucial in driving DEI efforts?
Middle management is critical because most employees experience their work environment through interactions with middle managers. These managers are the ones who implement policies and processes on the ground. To create inclusive workspaces, organizations must equip middle managers with the tools, policies, and incentives needed to foster change and allow employees to bring their full selves to work.
What are action learning teams, and how do they contribute to DEI efforts?
Action learning teams are cross-functional groups that bring together employees from different departments to tackle business issues and solve problems. They help identify high-potential individuals from marginalized groups who may not typically get high-profile assignments. These teams foster innovation and inclusion by allowing diverse voices to contribute to solving critical organizational challenges, such as DEI and anti-racist leadership.
How can companies ensure that DEI efforts lead to lasting change?
To ensure lasting change, DEI efforts must be elevated to the C-suite and not delegated. CEOs must be personally involved, and progress should be tracked through transparent reporting and action plans. Companies should also incentivize leadership teams to meet DEI goals, as seen in the example of Medallia, where the CEO tied 100% of equity compensation to achieving diversity targets.
What challenges do companies face in implementing anti-racist leadership?
The biggest challenges include a lack of leadership commitment at the top, a gap between public commitments and actual progress, and reliance on incremental training without systemic change. Companies that succeed in making progress are those with CEOs who lead the charge, implement action plans, and ensure transparency and accountability in their DEI efforts.
How does the younger generation hold senior leaders accountable for DEI progress?
The younger generation holds senior leaders accountable by being intentional about where they work, aligning their employment choices with their values. They also use tools like social media to demand transparency and share experiences of workplace inequities. This generation is less likely to tolerate companies that fail to align with their values, leading to movements like the Great Resignation.
What is James White's vision for corporate America in the next 5 to 20 years?
James White envisions a future where corporate America embraces anti-racist leadership, creating a more thoughtful and conscious form of capitalism. He hopes for workplaces where everyone can bring their best selves to work, and the conversation about anti-racism becomes unnecessary as systemic change takes root. This vision aligns with companies that are purpose-driven and mission-focused.
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