How to Implement an Action Plan NO LEADERSHIP BUY-IN
OVERVIEW To gain leadership buy-in for growth mindset and DEI, meet with leadership to discuss benefits and understand their preferences, use data- driven facts, and emphasize financial advantages. Demonstrate how DEI addresses recruitment and retention issues and is crucial for business success. An inclusive industry is both the right thing to do and creates a competitive advantage.
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Overview
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Key Strategies to Overcome & Identify Resistance to DEI (Fixed Mindset)
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How to Effectively Get Leadership Buy-in
• Steps for Implementing a Growth Mindset to DEI in Organizations
Key Strategies to Overcome & Identify Resistance to DEI ( Fixed Mindset) IDENTIFY THREATS TO GROWTH MINDSET To effectively implement DEI and a Growth Mindset, it is essential to address these psychological responses. First, change agents must define the types of psychological threats resistors may experience: STATUS THREAT Status threat occurs when individuals or groups feel that their position or social standing is at risk due to the introduction of DEI initiatives. (Source) MERIT THREAT Merit threat is the perception that DEI policies and structural changes might undermine the notion of meritocracy within the organization. (Source) MORAL THREAT Moral threat arises when individuals or groups perceive DEI initiatives as questioning their moral character or implying collective guilt for historical injustices. (Source) Implementing DEI into an organization is often associated with significant changes that can be perceived as a threat or concern to the majority group. Examples of these threats may include: • People who feel threatened by DEI may assume that opportunities will be taken away from them such as promotions. They tend to perceive a status threat.
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TransformUS: A Growth Mindset Framework to DEI Initiatives in the AEC Industry
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