Following the uprise in the social justice movement in the wake of the murder of George Floyd in 2020, we saw many companies and organizations form diversity committees to address racism and injustice within their own systems. The enthusiasm to form these committees and engage in DEI work was certainly an encouraging sign that our society is beginning to recognize the systemic nature of racial injustice. However, it is important that organizations form their diversity committees in a meaningful ways that both support the folks on the committee, and empower them to be able to make actual change within the organization.

This week, Shaunna and Lisa discuss the important aspects that should be evaluated when creating a diversity committee, selecting and supporting its members, and acting on the recommendations of the committee. Criteria should be established for selecting the folks that will be doing this work, which should not be based on identity alone, and these folks should be compensated or adequately supported so that they have the time and resources to meaningfully engage in the work of the committee. It is important that a structure is established around what the committee should be doing as well as how it should be done, and they should have support from the top of the organization to empower them to make DEI work an integral part of the structure of the organization.

As experts in this field, Shaunna and Lisa provide us with some important checklist items to consider when forming these committees within our own organizations. They remind us that diversity committees cannot just be a token, the advice of the committees should be respected and acted upon.


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