A Paradigm Shift in DEI Course Discussion: Read the article, “Reimagine Workplace Culture: What’s It Going to Take” by Dionne Davis. The infographic included in this article is shared below. Share your thoughts on how traditional leadership approaches have stymied DEIB efforts and how the new paradigm leadership approaches may lead to more success. Put your “systems thinking cap” on as you think about this.
Traditional leadership approaches have historically stymied DEIB efforts and continue to facilitate the maintenance of systemic inequity in and out of the workplace. Organizational pyramids and top-down leadership continue the ideology that one person or entity is all-knowing, or at least all, responsible for the change in an organization, and ultimately anything that the entity or person(s) in charge are not interested in will not happen. These two traditional leadership approaches maintain and facilitate all other aspects of traditional leadership approaches and highlight how this approach stymies DEIB efforts. If there is a top-down approach to leadership, the person at the top ultimately has the power to control the entire organization. If their self-interest is profit, they will work to maintain a company that pushes for profit above all else. Suppose the person or persons in power are driven by self-interest. In that case, they will push for a company that is fixated on competing, which inherently implements a class system because those deemed "winners" will be brought to the top of the hierarchy. Similarly, those deemed as winners will be allowed information that those deemed to have different values, which also facilitates class systems and exclusion. The hyper fixation on self-interest and profit often creates tunnel vision. It leads to the exclusion of those who are not deemed to hold the power, knowledge, or ability to work hard and make the company money. This line of thinking is guided by implicit bias and clouded with negative stereotypes.
The new paradigm approach to leadership may lead to more success because, simply put, it utilizes all individual potential and facilitates individual growth, which enhances company growth. If every individual in a company is working at their absolute best, is passionate about their work, feels respected in the workplace, trusts their workplace, and has the same goal, they will be working at maximum proficiency. Individuals can and want to work hard to benefit the team, welcome change, and appreciate each other. If everyone is working at their best, and everyone understands (and appreciates) each other strengths, the system will be self-correcting, self-sustaining, and self-maintaining.