Episode 10: DEI in the media spotlight: are you feeling the pressure?
Published on 10 December 2024 • Hosted by Dr Lisa Colledge
Facing the DEI backlash as a leader
DEI programs are under intense scrutiny, and leaders are feeling the heat. Many struggle with balancing personal authenticity, organizational responsibility, and the risk of public criticism. It’s an intimidating landscape, but as I argue in the latest episode of Culture by Neurodesign, staying silent or avoiding engagement isn’t the answer. Leadership requires courage and adaptability, even when it feels risky.
What happens when you get it wrong?
Consider Mark Benioff, CEO of Salesforce, who faced backlash during two pivotal moments of racial reckoning. In 2016, his comments on the Black Lives Matter movement were seen as hypocritical due to low representation of Black employees at Salesforce. After making strides to improve representation, he was criticized again in 2020 for not addressing George Floyd’s murder quickly enough.
These missteps, while painful, didn’t destroy Salesforce. Instead, they sparked growth and structural improvements, underscoring the importance of learning from criticism.
Navigating neurodivergence discussions
I also share insights from my own experiences as a neurodivergence inclusion advocate. Engaging in debates such as whether or not "we’re all a bit autistic" can be fraught, yet it’s crucial to approach such discussions with care, evidence, and openness. Authenticity and a willingness to learn are essential.
Missteps, such as a tone-deaf comment or an overly defensive response, can alienate others, but thoughtful engagement can build trust.
When silence is strategic—but doing nothing remains risky
Sometimes, leaders may be authentic in deciding to hold back. I recount an example of a company that chose not to issue a public statement after George Floyd’s murder, believing it would feel hollow given their internal DEI gaps. Instead, they invited employees to share their lived experiences, creating powerful stories that inspired company-wide change. This brave, authentic decision laid the groundwork for a lasting inclusion program.
Key takeaways for leaders
Authenticity is non-negotiable: your stance must align with your organization’s actions and values.
Mistakes are opportunities to learn: use criticism as a catalyst for learning and meaningful improvement.
Engagement matters more than perfection: stay open to feedback and adapt as you learn.
DEI leadership isn’t about avoiding criticism—it’s about leading with evidence, authenticity, and a commitment to progress. By fostering inclusion and staying resilient in the face of challenges, leaders can create cultures that thrive.
I'm Lisa, and I help leaders create inclusive cultures that embrace all neurostyles. By empowering every team member to contribute at their best, while fostering mental well-being, you will boost innovation, retention, and talent acquisition—leading to enhanced business performance.
Click here to learn more about how my services can transform your team.
