A Paradigm Shift in DEI Course Discussion: An important benefit of the WPI Leadership Academy courses is your access to the Community of Practice. Read the article, “A New Story for a New Time” by Kali Saposnick. After reading the article, re-read the quote below:
“Self-organizing systems have what all leaders crave: the capacity to respond continuously to change. In these systems, change is the organizing force, not a problematic intrusion. Structures and solutions are temporary. Resources and people come together to create new initiatives, to respond to new regulations, to shift the organization’s processes. Leaders emerge from the needs of the moment. There are far fewer levels of management. Experimentation is the norm. Local solutions predominate but are kept local, not elevated to models for the whole organization. Involvement and participation constantly deepen. These organizations are experts at the process of change.”
What connections can you make to the concept of self-organizing systems, and the future success of creating diverse, inclusive, and equity workplaces?
A workplace that has fostered a self-organizing system will be able to create diverse, inclusive, and equitable workplaces through community and the continual encouragement of change. An organization where the system is adaptable, and each person feels they can express themselves is an organization that embraces transformation and encourages growth. Diversity, equity, and inclusion is about growth and continual change, as the needs and dynamics of generations will continually change with time. Similarly, the company employee base will continually change over time, which may influence desired diversity, equity, and inclusion initiatives. In 6 months, one year, or ten years, the DEI practices of today may very well be problematic. As Dr. Short mentions in the module, many events throughout time (Woman's Suffrage, Civil Rights Movement, Racial Reckoning) have attempted to change the system itself. However, we still face many of the issues. Events that encourage these movements will likely continue until America as a whole reinvents its system. Until the system of the American Identity is dismantled and rebuilt, companies will have to endure the residual effects of events that contribute to movements. If we build companies as a self-organizing system, these events will not require "DEI band-aids" because DEI will already be infused into the company. Rather than hitting the panic button and sending out hefty training modules to attempt to reach certain employees, the employees will come together as a group and be able to express how best they can help everyone recover and feel comfortable in the workplace while the events outside of the workplace are occurring. Instead of the company's top leaders having meetings to address PR issues or how to maintain staff when the world is experiencing trauma, the employees will be able to come together and self-regulate and adapt to the change in a way that benefits everyone and where everyone has a say.