Mobility - April 2021 - 38

because you see the person; you're interacting with
them daily. Now, it's tougher to understand how
people are doing. "
A needs analysis based on these conversations
should lead to strategies and tactics put into place
to provide employees the ability to be resilient and
authentic, and to strike a proper work-life balance,
Zarghami says. " Those are things that might come
out of that needs analysis, " he adds. " What conditions is the organization creating for me to feel
like I belong? How can I feel more committed to
this organization? "
But a one-hour Zoom call will not accomplish
those goals-leaders must embody inclusive mindsets and have enduring strategies to change behaviors, Zarghami says. " A modality that can bring
that to bear is one-on-one coaching, " he says. " It's
much more effective than a seminar, or listening to
someone lecture, or going to a workshop for one,
two, or three days. You need to allow behaviors and
mindsets to transform. "

wo rl dwi de e rc .o rg

38

Moving Forward
To ensure that DE&I initiatives fully take hold
once companies return to the workplace, they can't
simply be an initiative-they need to be part of
the culture, Culbreath says. " It cannot be simply a
mandatory training. It can't be done in isolation, "
she says. " There has to be dialogue. How do I
apply what I just learned in my role? How is that
important in my position in the company? What
does that look like for me in everything I do? "
Setting aside time to unpack what you've learned
at a training session and figuring out how that applies
to the day-to-day is essential, Culbreath says. " We
need to be looking at our systems and structures that
we have in place through the lens of DE&I. Things
like performance evaluations and promotion opportunities and how we interview and recruit, " she says.
" It has to be talked about. It can't be a one-and-done.
It has to be in the hearts and minds of all. And it has
to be layered into everything we do. "
Some in every organization resist such initiatives
because they either don't see the importance or
actively see them as a threat, Culbreath says. But
she counsels continuing education and underscoring that what's most important is to change
behaviors as opposed to necessarily changing
underlying beliefs.

" As an organization, if you say and model, 'This is
how we do things here, and we don't accept anything
else,' it becomes part of who you are, " she says. " It's
not just marginalized employees or minority employees who benefit-everyone benefits from diverse,
equitable, and inclusive organizations. "
Some resisters don't buy in because they've never
been in a marginalized or underrepresented group
and don't understand the lived experiences of others,
so they simply assume everything is fine, Culbreath
says. However, when leaders cultivate a diverse,
equitable, and inclusive environment, employees have
nothing to lose and everything to gain.

An Authentic Workplace
As organizations shift into whatever the " new
normal " is once the pandemic winds down, they
should ask their employees whether or not they
want to revert back to their prior 8-to-5 work
schedule, Zarghami says. " How do you want to
show up for this company? Maybe it's hybrid, two
or three days in the office and two or three days
at home, " he says. " We're going to have to take an
employee-centric view. "
Setting the expectation that everything will
go back to the old normal misses the mark,
Zarghami says. " This time has provided a lot
of introspection and reflection on how people
want to show up professionally, " he says. " Aside
from COVID, there's been political change, with
[conversation about] racial injustice becoming
more explicit. We deserve to ask our employees,
'What do you want?' before making rash decisions about what it's going to be. "
And whatever the result of that, organizations
must make sure they are being inclusive and
enabling employees to be authentic, Zarghami
says. " What would that look like if we put belonging front and center? " he says. " Some people might
show up authentically virtually; others might need
the in-person connection. Others might need two
days in the office and three days out of the office.
I don't know what that would be in terms of an
outcome. But if we take the time to answer that
question through those filters, we can arrive at a
meaningful solution. "
Ed Finkel is a freelance writer and editor based in
Evanston, Illinois.


http://www.worldwideerc.org

Mobility - April 2021

Table of Contents for the Digital Edition of Mobility - April 2021

Mobility - April 2021 - Cover1
Mobility - April 2021 - Cover2
Mobility - April 2021 - 1
Mobility - April 2021 - 2
Mobility - April 2021 - 3
Mobility - April 2021 - 4
Mobility - April 2021 - 5
Mobility - April 2021 - 6
Mobility - April 2021 - 7
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Mobility - April 2021 - 37
Mobility - April 2021 - 38
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Mobility - April 2021 - 40
Mobility - April 2021 - 41
Mobility - April 2021 - 42
Mobility - April 2021 - 43
Mobility - April 2021 - 44
Mobility - April 2021 - 45
Mobility - April 2021 - 46
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Mobility - April 2021 - 49
Mobility - April 2021 - 50
Mobility - April 2021 - 51
Mobility - April 2021 - 52
Mobility - April 2021 - Cover3
Mobility - April 2021 - Cover4
https://www.nxtbook.com/ygsreprints/WERC/mobility-july-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-june-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-may-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-april-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-march-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility-february-2021
https://www.nxtbook.com/ygsreprints/WERC/mobility_122020
https://www.nxtbook.com/ygsreprints/WERC/mobility_112020
https://www.nxtbook.com/ygsreprints/WERC/mobility_102020
https://www.nxtbook.com/ygsreprints/WERC/mobility_092020
https://www.nxtbook.com/ygsreprints/WERC/mobility_082020
https://www.nxtbook.com/ygsreprints/WERC/mobility_072020
https://www.nxtbook.com/ygsreprints/WERC/mobility_062020
https://www.nxtbook.com/ygsreprints/WERC/mobility_052020
https://www.nxtbook.com/ygsreprints/WERC/mobility_042020
https://www.nxtbook.com/ygsreprints/WERC/mobility_032020
https://www.nxtbook.com/ygsreprints/WERC/mobility_022020
https://www.nxtbook.com/ygsreprints/WERC/mobility_012020
https://www.nxtbook.com/ygsreprints/WERC/mobility_122019
https://www.nxtbook.com/ygsreprints/WERC/mobility_112019
https://www.nxtbook.com/ygsreprints/WERC/mobility_102019
https://www.nxtbook.com/ygsreprints/WERC/mobility_092019
https://www.nxtbook.com/ygsreprints/WERC/mobility_082019
https://www.nxtbook.com/ygsreprints/WERC/mobility_072019
https://www.nxtbook.com/ygsreprints/WERC/mobility_062019
https://www.nxtbook.com/ygsreprints/WERC/mobility_052019
https://www.nxtbook.com/ygsreprints/WERC/mobility_042019
https://www.nxtbook.com/ygsreprints/WERC/mobility_032019
https://www.nxtbook.com/ygsreprints/WERC/mobility_022019
https://www.nxtbook.com/ygsreprints/WERC/mobility_012019
https://www.nxtbookmedia.com