Warner Bros. Discovery’s chief diversity officer endorsed and endorsed the idea of ignoring employees who don’t support diversity efforts for at least 30 days, leaving them behind in the hopes that they will leave the company themselves. .
During a digital roundtable titled “”The future of DEI in corporate America” Chief Global Diversity, Equity and Inclusion Officer, Warner Bros. Discovery; Asif Sadiqdiscussed methodologies for dealing with employees who do not adhere to the diversity, equity, and inclusion framework.
Sadiq was joined by industry leaders in the DEI space, including Megan Hogan, Global Head of Talent and Chief Diversity Officer at Goldman Sachs.
As part of the discussion, Hogan explained strategies for dealing with people who resist DEI efforts in the workplace.
“One of the things that came up was, you have to work with the most influential people in the ecosystem, or the work is valuable, put yourself out there more, take a bigger role in whatever it is. It was a frustration of having to convince people that something should be done, and we came up with this strategy: Find your people and ignore the people you can’t convince.”
“You know exactly who they are,” she continued.
Hogan then suggested that employees ignore the implicit message for an entire month until they receive it.
“If you can’t do it to yourself, [ignore them] Please allow 30 days for professional direction. Please ignore it for 30 days. Don’t take the bait, don’t send clips, don’t send newsletters, [pitch] deck. Focus only on those who are willing to do the work. New people in this job, new leaders, are prepared to be better allies, be more vulnerable, communicate better, and help make tweaks even outside of the organization. I am preparing to find someone who can help me with the task. Please let me know that you are not alone because you are not reading the situation incorrectly. ”
“Thirty days. You can do that,” she added.
Sadiq then chimed in, agreeing with Hogan’s approach, adding that if companies can change their workplace culture to be more DEI-focused, employees who don’t like it will simply leave. Ta.
“Besides leaders, there are always a few people you can never change,” the diversity officer began.
“You’ll never be able to convince them. You can try until the end of eternity, but it still won’t happen. We all, whether we’re in a leadership position or on a team, As individuals, we sometimes waste so much energy doing that,’ etc.,” he continued.
“Focus on the people who want to change. That’s when you start to change the culture. When you change the culture, a lot of times you end up with people who don’t want to come and say, ‘This isn’t what it used to be.’ ‘Because we’re going to start saying,’ and they’re going to walk away from us, and that’s great. ”
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The group sought to answer questions about how to handle “DEI programs in the current sociopolitical climate,” while addressing employee expectations and external pressures surrounding DEI.
Warner Bros. Discovery executives also said it’s the perfect time to double down on DEI efforts.
“Rather than focusing on what you can’t influence or change, it’s really important to focus on what you can influence and change. “Given what we’re working on, I think this is a great opportunity to redouble our efforts. What worked, what didn’t work, where to put more effort, To audit where we can reduce effort.”
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