DECEMBER 2023HR TECH OUTLOOK19Support system. If managers are asked to play a role in transforming an organization's culture, they need a relevant knowledge base and tools. Whether that support comes in the form of written tips, conversation guides or targeted training, in many cases managers need more resources than they have currently, which can leave them feeling overwhelmed and stuck. Thaw the middle Why pay so much attention to the middle of your organization? Middle managers are very often the agents for change when it comes to DEI. They are closest to employees who should be engaged in DEI initiatives and they're the ones responsible for creating the psychological safety to support employee action. Here are a few ways to help:Create a culture of compassion. Make sure your managers feel free to speak up as they're often the first to identify problems and offer solutions. Showing middle managers compassion is modeling the behavior you want them to replicate with their employees. Be skill specific. While foundational inclusion training is a great start, managers need specific skill sets and actionable training to go from learning to doing. It's not enough to tell managers to be culturally aware and empathetic leaders. They actually need to learn specific behaviors and action steps to take with their teams.Foster connections. Managers who get involved in DEI work not only show employees they care but also implicitly support any DEI work those employees want to do. At the same time, employees who feel like their manager supports them are more likely to thrive at work and contribute to the company's productivity. In a study done by the University of Pennsylvania's Wharton school, 61% of respondents saw improved work engagement when managers were involved in DEI efforts. In that same study, 43% of respondents said having their managers involved in DEI efforts improved their sense of commitment to their organization. Drive more dialogue. When it comes to sensitive topics ­ whether social justice issues or the tragedy of war ­ some employees want to talk about it at work and others don't. Managers need to know how to handle the differing needs of their team members. While there is no obligation to have in-depth conversations, managers who check in with their employees periodically create a sense of trust, support and belonging. In addition, offering managers conversation guides for sensitive topics gives them a way to open dialogues without feeling at risk of making mistakes. So often when it comes to organizational challenges, we're quick to focus on the top. To keep a DEI journey moving forward, however, it may be time to pay more attention to the middle. That's where inclusion and equity can take hold ­ but only as long as you keep the fires burning among your true culture carriers ­ your middle managers. A frozen middle is what happens when a company-wide DEI mission or initiative that starts at the top with senior leaders, slows down or stops completely below that
< Page 9 | Page 11 >