Written by: Helen Duce

The journey to being an expert is tough in any field. According to Canadian journalist and author Malcolm Gladwell, it requires over 10,000 hours dedicated to study and practice. But what if the field you’ve chosen to study is constantly changing, being shaped by new and emerging research and powerful shifts in societal norms and values?

Welcome to Diversity, Equity and Inclusion (DEI). 

The field of DEI is constantly evolving – with new research published, and best practices constantly being updated. Strong societal shifts ricochet around the world at breakneck speed, sending organisations scrambling to interpret, reflect and react. Silence is no longer an option, with employees expecting their workplaces to recognise that what happens outside the organisation’s walls strongly impacts those within them. In these times, they look to their DEI professionals for answers and action. The only way to stay effective in this field is to commit to engaging in lifelong learning. 

Embracing change: The key to navigating DEI shifts

To successfully navigate your DEI learning path, it’s crucial to stay focused on three external factors (1) changing societal norms, (2) political and legal revisions, and (3) emerging research and best practices. We’ll unpack each of these external influences so you know what to monitor closely.

Changing societal norms and the rise of social activism

In recent years, there has been a rise in social justice activism and a growing, global movement to challenge systemic racism, sexism, and other forms of discrimination. This is evident from recent examples across racial justice (Black Lives Matter), gender-based violence and discrimination (#metoo, Malala Yousafzai), the refugee crisis (Syria, Ukraine, Venezuela), and the ongoing challenges faced by LGBTQ+ people (a transgender man killed at Münster gay pride, a shooting at a Colorado gay nightclub). These movements have had a profound impact on the field of DEI, forcing organisations to confront their own biases and take steps to address systemic discrimination. Without a keen eye on the outside world and access to the latest thinking, DEI professionals can be left scrambling to enable their leadership team to react appropriately to these shifts.

Political and legal revisions

Just last week in the US, thirteen states issued legal letters to Fortune 100 CEOs around their D&I and hiring practices, stating serious consequences on any “race-based employment preferences and diversity policies”.

Since June 2023  in Australia, employers have been legally required to discuss alternative working arrangements with employees before they can refuse a flexible working request.

Since April 2023 in Japan, all companies must establish one or two (depending on the organisation size) ‘numerical gender targets’. For example, companies can set targets for percentage of female workers hired, percentage on the board of directors, or targets related to work-life balance – such as targets related to average monthly overtime.

This snapshot highlights recent changes in just three countries, and for global DEI leaders, these developments can have serious consequences for their company’s operations. Each case requires nuanced actions and adept, effective communication.

Being aware of ongoing developments is one thing, but the ability to react swiftly and appropriately is another. Considering the vast array of diversity dimensions and jurisdictions, it would be impossible for a single DEI professional to maintain knowledge in all areas. Therefore, leveraging external expertise becomes a business-critical skill. 

New research and emerging best practices

Remaining up to date with industry trends is essential. It empowers organisations to understand and proactively respond to the ever-evolving needs of the diverse populations they serve, and their employees. By staying informed about emerging research and evolving best practices, DEI professionals can identify opportunities for improvement within their organisations, adapt strategies, and effectively address the specific challenges faced by their workforce.

No single DEI professional can possess lived experience or first-hand knowledge of all the diverse people their organisations employ. To comprehensively understand others’ lived experiences, review policies and procedures with different intersectional lenses, and keep abreast of the shifts and changes across multiple diversity dimensions, cultivating a growth mindset and committing to ongoing learning is indispensable.

Establishing credibility: Demonstrating competence

As organisations worldwide are placing a greater focus on DEI, professionals in the field face unique challenges in establishing DEI as a recognised and respected profession. These challenges stem from the absence of a global professional association and recognised qualifications. Unlike other established professions, such as accounting or human resources, DEI does not have a centralised governing body that sets standards, provides guidance, and offers professional development opportunities. This lack of a unified professional association makes it difficult for DEI leaders to establish a clear career path, access resources, and connect with a global network of peers.

In addition, while there are various DEI training programs, courses, and certifications available, there is no universally recognised standard that sets a benchmark for DEI expertise. This lack of standardised qualifications can make it challenging for DEI leaders to showcase their skills and knowledge to employers, clients, and stakeholders. It also poses a barrier to career progression and can undermine the credibility of DEI as a profession. To be successful, DEI leaders must be proactive in their pursuit of continuous learning and professional development. They must keep abreast of the ever-changing landscape of DEI to drive meaningful change within their organisations and make a lasting impact on diversity, equity, and inclusion.

Staying a step ahead: 10 insider tips

Staying motivated and engaged in ongoing learning is a personal journey. The key lies in discovering the optimal approach for each of us, which will typically come as a blend of various learning tips from the following list: 

1. Conferences, workshops and events – Conferences and workshops are a great way to learn about the latest practices in DEI from peer organisations. You can learn what is actually working and also what is not. You can also network with other professionals in the field and learn from their experiences. Many conferences are now also available virtually and in an on-demand format, so you don’t always need to travel. 

2. Reading books and articles – While there are many great books you can use to gain a deeper understanding of the field, it can be overwhelming. Aim for a mix of reference books by academics that are rigorous and evidence-based (e.g. What Works, Iris Bonhnet, Diversity Bonus, Scott E Page, How to be an Anti-racist, Ibram X. Kendi) and practitioner books that share case studies and practical implementation (e.g. DEI Deconstructed, Lily Zheng, Inclusion on Purpose, Ruchika Tulshyan). On articles, focus on published, peer-reviewed papers from reputable journals and avoid mainstream articles in business magazines.

3. Online courses – There are new online courses on DEI emerging all the time. These courses can be a great way to supplement and future-proof your skills, while learning at your own pace and in your own time. Make sure that these are targeted specifically at DEI professionals and are not too generic or purely theoretical, and that they are delivered by credible professionals who have practical hands-on experience.

4. DEI Communities and Associations – Having a community of practitioners to learn from is invaluable. Get the most out of these by offering to run workshops and share your own experiences and learnings.

Finding the time and place to fit this in can be daunting. Newly bought books quickly stack up, articles filed in folder overflow, community events are skipped, and online courses remain uncompleted. Here are a few more tips to consider:

5. Create Knowledge folders on your server/drive for each DEI area – This can be by diversity dimension (Gender, age, Disability etc) and/or by key activities (recruitment, performance management, ERGs etc) and file away articles, links, courses etc, for ‘just-in-time’ consumption when you are working on that specific area.

6. Set a fixed reading time each week and schedule this like any other important meeting.  Don’t skip it or book over it. 

7. Consider podcasts or audiobooks and listen to these when you are driving, working out, doing manual tasks etc. 

8. Start a DEI book club with peers or colleagues – this creates a social contract with others which means you are more likely to do it, plus it’s fun and social.

9. Delegate learning areas to team members and do a weekly ‘teach-in’ where you share and teach each other.

10. Consider short, on-demand courses from DEI professionals with practical hands-on experience with content that is up-to-date and developed using the latest evidence and research.  Buy courses that you can go back and refer to later.

Summing up

While it may initially appear an overwhelming amount of effort, and the task of finding time daunting, the DEI ongoing learning endeavour is a must to effectively advance DEI in organisations and to make a significant positive impact.

Lifelong learning plays a pivotal role in the success of DEI professionals. By continually expanding their knowledge and skills, DEI professionals are better equipped to address the ever-changing DEI landscape, bringing fresh ideas and innovative strategies to their work. This enables them to navigate complex situations and implement effective solutions, leading to a lasting positive impact in creating more inclusive and equitable workplaces.

Moreover, continuous learning enhances the credibility of DEI professionals, instilling confidence in their ability to advocate for change and influence stakeholders. It also fosters personal growth, resilience, and adaptability, encouraging professionals to embrace new ideas and develop crucial skills like empathy, cultural competence, and effective communication. As a result, lifelong learners become more attractive to potential employers and open up new career opportunities.

Finally, ongoing learning is a collaborative endeavour, as DEI professionals engage with communities and networks to share collective knowledge and meaning-making. This ongoing exchange ensures the continuous evolution of the field. Embracing lifelong learning is not only a professional necessity for DEI experts, but it is also a way to contribute positively to the broader social and organisational context.