If you want to create an inclusive culture that lasts, you have to start with a strong foundation. Too often, organizations spend too much money on training without a clear direction, no defined measures of success, and no alignment with their short- and long-term culture objectives.

While training is essential to increase diversity, create equity, and build inclusion throughout the organization, training alone is not enough for systemic change and to get the results you want. It has to be part of a long-term strategy that may take more time in the front end but will ultimately save you time, money and other resources.

Working without a foundation and a road map is like building a house on quicksand. It won’t last.

I recently had the opportunity to facilitate a workshop on “Building a Foundation for DEI” for a client at their staff retreat. It is a large, successful nonprofit with a diverse workforce, diverse client base and does business with suppliers across the country.

The organization understood that one 60-minute program would not result in major change. They started the conversation with me talking about their long-term goals for diversity, equity and inclusion and how they wanted me to be part of their journey from the beginning.

The goal of my program was to begin to create a common language and shared understanding of diversity, equity and inclusion so the whole organization would be in sync as it moved forward. I left the retreat exhilarated by the level of interest, excitement and energy in the room, as everyone asked for more and wanted to know what came next.

An all-too-common mistake I’ve seen in some organizations is the assumption that everyone understands diversity and inclusion and wants equity or that they all have the same definition. Then, they expect miracles by having everyone go through bias training without follow-up implementation or without “laying the groundwork.”

You have to stir people up, create excitement about the future and share the value that an inclusive culture adds to the whole organization. Not knowing the “why,” and how they as employees and the whole organization will benefit creates more potential for dangerous pushback and resistance.

Make it clear in the beginning why diversity, equity and inclusion are important, how everyone will benefit and ensure that everyone is included. That’s part of building the foundation.

Another reason it’s so important to begin with a foundation is that a culture can’t be fully inclusive without looking at systems and processes within that organization that contribute to exclusion, underutilization and discrimination. Beginning your culture shift with a foundation and clear plan will support the climate that enables you and your organization to address those issues, rather than be reactive and “case by case.”

Three Ingredients for Your Foundation

1. Recognize your role

As a leader, you are the person in position to make it happen. If there is an employee groundswell for culture change and you’re on the sidelines, just like an architect, you can be replaced.

2.Leadership vision

The senior leadership team, along with specific stakeholders, create the vision for an organization that integrates diversity, equity and inclusion.

You begin to map out your floor plan of what it would look like if all systems and processes are working together towards inclusion. This is also when you develop a definition of what DEI specifically means to your organization.

3. The rest of the vision

Start the conversation and generate enthusiasm throughout the organization. This is like mixing the materials for the foundation of the house, putting them together, and testing its strength before you begin.

The more people know, the more empowered they’ll feel and the more involved they’ll be. You’ll also know early on if you have any people that need to move on to another workplace.

You can begin to provide training, dialogues, and learning labs while you’re putting together your foundation. Everything you do needs to be in alignment.

Since all organizations are different, there needs to be a shared understanding of what diversity, equity and inclusion mean to your business.

If you’re building a house, you may build some parts that will go on top of the foundation. But if you’re building a single-story house, it would be disastrous to put a skyscraper on top instead.

Make the introductory programs fun and exciting. I love to make people laugh. They become more willing and want to participate. It’s about creating community and a culture that lasts.

We’re here to help you move forward in any stage of growth. Contact Simma@SimmaLieberman.com or call 510.697.8226 to talk about how we can help you create inclusive cultures that last.