Photo by Andrea Piacquadio from Pexels
Everyone has felt the impact of the COVID-19 outbreak in the past couple of months. No matter what industry, role, or organization you are in, there has likely been some sort of shift in your day-to-day experience. For us at Gild Collective, we typically work with companies to plan in-person programs, including leadership workshops and gender inclusion trainings. Of course, that means that many of our programs have been postponed for the time being.
Since we often work with Diversity & Inclusion leaders within organizations, we were curious about the impact COVID-19 has had on the roles and responsibilities for these leaders and their plans for the rest of the year. In connecting with our network, we identified a couple themes and how to address each one.
Pressing pause on programs.
Just as we have seen at Gild, many organizations are pressing pause on their planned programming for the year—pushing many things out to Q3, Q4 and beyond. What was intended to be a busy year of “messages, fireside chats, webinars, lunch and learns, strategy released and EDI training” is now in a static “wait and see” state of limbo. With many employees working remotely, employee resource groups and mentorship programs have stalled.
While many employees may be feeling overwhelmed by managing their workload, others are facing feelings of isolation. Some programs may not translate to a virtual session, but we have found that many clients are offering short webinars or meetups to keep momentum going and provide opportunities for connection among employees. These sessions can follow the content you previously had planned, or take a more targeted approach to addressing the challenges employees are facing right now. For example, next month, we’re delivering a virtual session for a client on “Prioritizing for You and the Power of No during COVID-19.”
Revising focus for flexibility and supporting at risk populations.
Equity, diversity and inclusion may feel a bit different right now. As a result, a shift in focus to supporting flexible work policies and finding ways to best support those most at risk is critical. As we explored in a recent post on fostering an inclusive environment, this may mean looking at different ways to support those working from home and caregiving, supporting those struggling with anxiety or depression, or those who struggle with motivation and productivity during times of uncertainty.
Many D&I leaders may find they are being called to jump in to support with more traditional Human Resources responsibilities as the demand for properly handling layoffs, furloughs and (hopefully) rehiring takes place. As states begin to reopen slowly, these professionals may also be tapped to make plans for safe ways to return to the workplace while keeping employees healthy and protected. In these new roles, be sure to keep an eye out for rushed practices that may allow bias to creep in—early reports are already showing that women and people of color are being disproportionately affected by layoffs.
Seeing the true dedication to D&I.
This one may be tricky to see and understand the impact until we get further down the line, but some organizations that previously touted an emphasis on D&I may find that the efforts here are the ones that immediately get pushed to the back burner (or off the stove completely). The feeling that it “isn’t the right time for D&I” in the midst of a crisis may reflect a more superficial understanding of the value of diversity and inclusion within an organization. Is D&I perceived as a rollout of programming, or something deeper? If a culture of equity, diversity and inclusion isn’t given the opportunity to adapt to times of crisis, was it truly valued in the first place? Before all efforts have been halted, organizations must consider what ED&I truly means to the company, and to each employee, and return to the concept of providing the right resources at the right time to the right people. Continuing to push initiatives forward that will support a strong culture company-wide will only make the business stronger during this time of uncertainty.
If you are a D&I leader and these themes sound familiar, know that you are not alone. Others are facing similar challenges and are working through solutions each day. We will continue to be here as a resource if you need ideas, connections or support along the way. We’re also continuing to collect information so we can better understand your needs and provide resources along the way.
Keep up the great work, it is more important now than ever.