If your organization is getting all of the attention for all the wrong reasons, you know it is time to make a change.

However, it’s difficult to know whether making changes within your locus of control is prudent and appropriate or if patiently folding into broader organizational initiatives is more important.

And as courageous leaders, we choose to do both, just like leaders in the City of Minneapolis IT Department.

Courageous leaders have bias toward DEI action and scope changes within their locus of control.

The City of Minneapolis IT Department is making a change. While the city is responding to the call for equity, inclusion, and justice in various ways, the folks in IT have decided to move forward on their own. They are chartering an Equity and Inclusion Board (EIB) to foster an equitable, inclusive and supportive culture for employees across the entire organization and the public.

There are a few tell-tale signs that you should lead your department through DEI initiatives while the broader organization moves at a different pace.

There’s a discernable difference in experiences between staff coinciding with their group identities. Surveys or one-on-one conversations may reveal that groups have different levels of satisfaction, trust, or confidence, which should cause you to evaluate your structures for inclusion.
The organization is struggling with DEI. It's unlikely that your department is impervious to organizational currents, and you should take precautions to shield your staff from discouragement or harm.
Action aligns with your integrity. As MLK once said, “The time is always right to do what is right.” The time might be right for your department, even when your organization is deliberating. Seize the opportunity to exemplify DEI leadership and give your colleagues the opportunity to observe, learn, and act.

Your organization has unique challenges. They’re serious, and you and your colleagues need to address them. It’s a blessing when you’re able to identify these challenges before they impact your staff. However, when it comes to DEI, the team’s experience of real pain or harm precedes proper DEI improvements.

Don’t wait if your organization to act when you know there is an imperative within your department. While broader organizational changes are afoot, like with the City of Minneapolis, it’s wise and courageous to support and sustain your team’s immediate needs.

Reach out to us at NCXT to discuss your department’s DEI needs.