By Jacki Cheslow, CCEP, CCEP-I, CRM (Retired Compliance Officer)
As a compliance professional, doing the right thing is my passion. It drives me. This is why I struggle with the lack of progress in fostering diverse, satisfied, and productive employees within organizations. Watching some of the largest U.S. corporations roll back their DEI initiatives and elected officials enact restrictive legislation is not just disappointing—it’s devastating.
Contrary to what some global leaders and market analysts claim, DEI is not a political issue. Diversity, equity, and inclusion are about doing the right thing, treating people with respect, being open to different perspectives, and recognizing that everyone has something valuable to contribute.
As a proud member of SCCE and the SCCE/HCCA DEI Working Group, I participated in a project in 2022 that gathered feedback from members on their DEI challenges, goals, and the tools they needed to move DEI initiatives forward. That feedback became the foundation for Diversity, Equity, & Inclusion Considerations for Compliance Professionals, a framework released at the 22nd Annual Compliance and Ethics Institute in 2023.
But our work didn’t stop there. The Working Group continued its efforts, creating a DEI track at the 2023 Compliance and Ethics Institute, where I had the privilege of joining a panel titled “What Can DEI Leaders Learn from Compliance Professionals? A Lot, Actually…” The session was engaging, and the enthusiasm in the room was contagious. I left feeling hopeful, and eager to hear about everyone’s progress when we reconvened in Texas the following year.
However, at our second DEI track in Texas, while the sessions were just as insightful, attendance was lower. Many in attendance expressed frustration over the lack of progress, and familiar faces outnumbered new ones. We all asked the same question: Where is everyone else? Didn’t they think this was important?
Despite the factors stifling DEI progress, there are actions to contemplate that will continue these efforts while benefitting all that’s impacted.
Shift the Focus to Belonging, Collaboration, and Representation
Move away from system terms like “DEI” and center conversations on creating environments where everyone feels valued, heard, and represented. Use outcome-focused language that highlights inclusivity as essential to success.
Emphasize Outcomes Like Engagement and Innovation
Highlight the tangible benefits of a diverse workforce, higher engagement, better problem-solving, and innovation. Focus on how inclusivity drives business success while ensuring all perspectives are reflected.
Cultivate a Culture of Mutual Respect
Build a culture based on mutual respect, where everyone feels included and valued. Celebrate differences, encourage participation, and emphasize the importance of shared human experiences.
Support Employee-Led Belonging Initiatives
Empower employees to lead efforts that foster belonging and representation. Encourage cultural celebrations, resource groups, and peer-led initiatives that build inclusive communities where everyone can thrive.
Commit to Sustainable Change
If you can’t move your organization, make it personal. Make fairness and representation your long-term priorities. Continuously review and adjust your efforts based on feedback and give everyone an equal opportunity to contribute and succeed.
Communicate Values-Based Success Stories
Incorporate values like respect and fairness into compliance messaging. Share stories of how inclusiveness and representation have positively impacted the organization, proving the business value of these principles.
Stand Firm Against External Pressures
We can only drive change if we stand firm. Acknowledge political and social challenges but stay committed to fairness and equal representation. Reinforce that every employee deserves the opportunity to contribute.
By emphasizing representation alongside belonging, fairness, and collaboration, we can highlight the importance of everyone being seen, heard, and valued within the organization. This shifts the focus from external pressures to universal human experiences, reinforcing that inclusion is about creating a workplace where every individual can thrive.