Understanding the Importance of Intent vs. Impact in DEI and Gender Equity A conversation with Dr Reetha Raveendran

At a sharing session this morning, Dr. Reetha Raveendran shared a powerful statement with us " that the intent of a policy may result with a different impact as initially anticipated"

“DIVERSITY IS BEING INVITED TO THE PARTY; INCLUSION IS BEING ASKED TO DANCE.” Verna Myers

In the realm of Diversity, Equity, and Inclusion (DEI), and Gender Equity, understanding the difference between intent and impact is crucial. While intentions are the motivations behind an organisation's actions, the impact is the actual effect those actions have on others. This distinction is significant when developing and implementing DEI policies. there were several points she shared that hit the spot when developing an effective KM & DEI strategy

Unconscious Bias

Even with the best intentions, leaders or team members might unknowingly reinforce stereotypes or biases. A policy may be designed to foster inclusivity, but if it doesn’t account for diverse perspectives or experiences, its impact could be exclusionary. For instance, a gender equity policy aimed at increasing representation might unintentionally overlook the challenges faced by non-binary individuals.

Effective Communication

When discussing DEI and gender equity, what we intend to say and how it is received can differ greatly, especially in diverse environments. Words or actions that seem harmless to one person might be interpreted as offensive or discriminatory by another. Understanding this difference helps adjust communication to be more inclusive and sensitive to different experiences.

Policy Outcomes

The success of DEI and gender equity policies depends on their actual impact on the workforce, not just the intent behind them. An organisation might implement flexible work policies with the intent to support work-life balance. However, if these policies are not equally accessible to all genders, the impact could perpetuate gender inequality rather than resolve it.

Creating Psychological Safety

Employees need to feel safe to express themselves without fear of negative repercussions. If the impact of DEI policies is not monitored, well-intentioned efforts may unintentionally create environments where marginalized groups feel more isolated or judged. Ensuring alignment between intent and impact fosters a workplace culture where all voices feel heard and respected.

Sustaining Inclusive Culture

DEI and gender equity efforts must be sustainable and responsive to feedback. Being aware of the gap between intent and impact allows organizations to iterate and improve policies based on how they are truly affecting employees. This continuous improvement helps build trust and ensures that policies remain relevant and equitable.

Building Accountability

Recognising the difference between intent and impact encourages accountability. Leaders and team members are more likely to take responsibility for the outcomes of their actions and words, leading to a more conscientious and proactive approach to DEI and gender equity.

Enhancing Training and Development

Awareness of intent versus impact can inform more effective training and development programs. By focusing on real-world on the ground scenarios where intent and impact diverge, organisations can better prepare their employees to navigate complex interpersonal dynamics and foster a more inclusive environment.

Measuring the Impact of DEI Policies

one key point she added was the importance of measuring Impact, it is Twithout a doubt essential to ensure DEI policies are effective. there are several examples she highlighted like demographic data, attrition rates, pay equity, leadership representation, inclusion metrics and capacity building through training and development.

DEI Outcomes

Organisations must also be steadfast in promulgating their desired DEI outcomes. these could be in the form of Increased Employee Engagement and Innovation where employees feel valued, respected, and supported, they are more engaged, motivated, and committed to the organisation’s success. A diverse workforce with varied perspectives and experiences leads to more innovative ideas and better-informed decision-making, driving organisational growth and competitiveness

and Promoting gender equity within the workplace ensures that all employees, based on their unique needs, have equal access to opportunities, resources, and advancement

A diverse workforce with varied perspectives and experiences leads to more innovative ideas and better-informed decision-making, driving organisational growth and competitiveness additionally a company that prioritises DEI and demonstrates a commitment to justice and belonging is more likely to earn the trust and loyalty of customers, partners, and the broader community.

By Focusing on the actual impact of policies and continuously measuring their effectiveness, organisations can create a more inclusive, equitable, and supportive environment for all employees. Incorporating tools like SharePoint or AI-enabled feedback systems can further enhance these efforts, ensuring that DEI initiatives align with their intended goals and truly benefit the workforce. Dr Reetha Raveendran

in the short 45 min conversation, Dr. Reetha Raveendran was able to deliver the difference between intent and impact as a vital part for the success of DEI and gender equity initiatives. Thank you Reetha.