When speaking to potential clients for the first time I often tell them about what #DEI work *actually* looks like, and that it's not the sexy, wild work they think it is. Some have mentioned this break down is useful so I'm going to share what that looks like here. (Thread)

#DEI work should be structural. That means the focus isn't on "tough conversations" or training, but on: understanding the structures of your organization, who they help, who they hinder, identifying exactly where pain points exists, and then redesigning those structures.

This practically looks like reviewing everything that makes your organization what it is (not your branding or PR) but that actual makeup of your org: benefits plan, ways of working, policies, procedures, escalation plans etc.

It's critical that you understand the people who are already on your team but also those who have been left out. Learn your demographic data: whose being hired, fired, quitting, being promoted, getting raises, who makes up the top and the bottom? This tells you a lot

This is not sexy work. Its a lot of reviewing paperwork, and plans. And most importantly it doesn't just happen at the HR level. You need to assess your programs, comms, recruitment, performance reviews, even your #WFH policies.

Here's the spoiler: #DEI isn't about making people feel safe, or teaching people to be good or moral - it's about building strong structures that force inequity and exclusion out.

This also means that part of resigning for equity, is essentially transfering power and removing folks who can't get on board. There is no 1-hour training or session of "chat" that will do this.

To summarize: #DEI work isn't about group sessions where folks are forced to replay their trauma as proof. It's about digging through every aspect of your org, learning who you are built for, who is being harmed, and then diamanteling and rebuilding in a practical no frills way.