Good morning to all.

Anonymous

October 15,2021 at 4:13PM UTC

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Good morning to all. Two questions:

1. I’m in a DEI position that has never existed in my company. Im having to build the program with little guidance.

2. I work with a group of volunteers that need clear role definitions and boundaries. Some of them are highly critical, mean and treat myself and the other employees badly. They actually derailed our first meeting. This is due to some dynamics and incidents that occurred be fore I arrived. Administration has said “Let them go and move on.” They’re not going and they are not interested in being proactive.

Im happy to build the position, however, Im not getting a lot of guidance from the board or top administration. I’ve asked for a mission statement and goals.

so far, a senior level DEI team meets twice monthly and I take my goals from there.

I feel good about a majority of aspects of my job. Mostly supportive colleagues and creative satisfying work. I have personally met with many of the volunteers and listened to their stories. I acknowledged their emotions and thoughts.

However, it’s time to move forward. Most want to move forward and be proactive but a few refuse and are trying to “ poison the well.”

Thoughts? Strategies?

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Joan Williams, Senior Talent Acquisition SpecialistOctober 16,2021 at 4:47AM UTC
Cut the bad apples lose before the cancer spreads.
KatOctober 17,2021 at 2:09PM UTC
1. If you don't have guidance on how to build a DEI program, your company needs to either send you for training or hire a consultant to establish goals/identify target areas. If management isn't willing/ready to do either (though they should) start with a DEI survey of employees to gather data and identify issues, then work with your team and management to find solutions. That should keep you busy and guide your team & company DEI strategy. 2. Why are you afraid/unwilling to get rid of the negative people? Admin has said let them go, so what's the issue? If they're not on board with things, too bad. That is their problem. If you've never fired people before, get support from admin since you're on the same page. If they need warnings/improvement plans before they can be fired, check with HR on the steps involved & make sure admin is willing to fire if they don't meet expectations. No reason to keep bad employees on that are going to undermine your efforts.
J AcharyaOctober 19,2021 at 3:25PM UTC
Agree completely with this, was going to post the same advice as your second point. If it's your job to build the program, you should be able to cut loose the few people who are not a good fit, especially if it is a volunteer only situation.
Sarah HassaineOctober 19,2021 at 9:53PM UTC
I was the same as you - a new hire and FIRST in this space. This is so exciting because you are pioneering and designing. They can't guide you because they have no idea what is needed, which is why you are there. I would start by going on a listening tour of what this department means to them...how do they see inclusion? How do they define diversity? Understand what the company CAN do and work from there.