Diversity, Equity, and Inclusion
At BTS, DEI is part of everything we do.
We believe in the business of caring about people so that they are able to thrive and do meaningful work together.
Diversity, Equity, and Inclusion is an investment that is worthy of making so that people have a safe place to belong. DEI is not about me or you, it’s about us.
What impacts one of us impacts all of us. Our approach to DEI is individual, team, and organizational. We believe that each individual is responsible for their part in making teams and the whole organization a more inclusive and equitable place for all.
The G.I.V.E. Model
The G.I.V.E. Model was designed to help leaders transition from a zero sum mindset (either/or) to a mindset that is inclusive (both, and). This is a simple approach that addresses complex DEI challenges organizations are currently facing. Leaders will walk away with practical steps that can be taken immediately to improve the quality of their relationships and conversations. Taking these steps results in a more inclusive culture that produces equitable outcomes.
Why is DEI important?
Inclusion is for everyone
The real work of inclusion begins when you have to include those that you disagree with, don’t trust and align with, and potentially share other differences that are uncomfortable. Being keenly aware of our biases, stereotypes, prejudices, and any “isms” that are present for us is required work if we are going to create workplaces that are welcoming and psychologically safe.
Exclusion has a high cost
We close the gap between the business and the moral case for DEI by making inclusion personal and providing experiences for participants to see the impact that exclusion and inequity has on all employees from the C-Suite to those on the front line.
Inclusion is relational
We close the gap between the business and the moral case for DEI by making inclusion personal and providing experiences for participants to see the impact that exclusion and inequity hasEverything that we do in organizations is impacted by the quality of our relationships and conversations with one another. Making equitable decisions and being an ally will not work if leaders do not try to get to know and understand those that are working with them. Rarely do we feel seen, heard, and valued when someone is not able to be empathetic to our experience.
on all employees from the C-Suite to those on the front line.
Do Your Diversity Initiatives Promote Assimilation Over Inclusion?
Professional development initiatives intended to help underrepresented employees don’t always lead to the progress leaders think they will — especially if those initiatives are designed around a harmful expectation of assimilation. The authors suggest examining the company’s expectations of assimilation and professionalism, reframing professional development programs, adjusting feedback processes, and focusing on relationships.
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