DEI as a habit. New thinking about DEI in the organization

Diversity, Equality and Inclusion (DEI) is more than just a popular slogan – it is a key component of a thriving, innovative and productive environment. I am a DEI ambassador, and I am trying to convince people that we need to go beyond simply “understanding” DEI and make DEI our habit. The Diversity Hub program ‘DEI as a habit – Train The Trainer’, in which I participated, allows us to discover the transformative potential inherent in DEI. The program and the lesson itself teaches how we can change our own behavior, what influences it, provides condensed scientific knowledge and concrete tools and models for working on our own.

As a facilitator of the ““DEI as a habit” lesson, I was keen to be able to deepen my understanding of DEI and learn effective strategies for building an inclusive culture during the workshop. The Diversity Hub solidly prepared me to teach others how to design behaviors that support a DEI culture and put them into practice, in everyday situations. To simply make DEI a daily practice, a habit, a ritual. The role of facilitator became a great opportunity to set a personal example and inspire others to think of DEI as a regular behavior.

I would also like to thank HEINEKEN Global Shared Services for being the host of the D&I Changemakers Conference 2024, of which the lesson “DEI as a habit” was part of. I am glad , that I was able to participate in this event, first as a participant and then as a trainer.

I really learned a lot both as a workshop facilitator and as a participant in this program. This experience was very developmental for me. The program was designed to combine theoretical knowledge with practical application, in a short and dynamic format. I was able to better understand how habits shape our behavior and, consequently, the culture of our workplace. I also learned what role task ability, motivation, incentive and reward play.

The classes were interactive and based on collaboration with others in the group, so the benefits of participating in the program are multidimensional, in my opinion. I personally became more proficient in recognizing unconscious biases, gained more experience in moderating sessions and building inclusive practices.

Approaching DEI from the level of habits and behaviors provides a sense of influence and agency. It shifts the focus from sporadic DEI behaviors to consistent, daily actions. Every employee can benefit immensely from this approach. By introducing DEI habits into our daily lives, we are creating a more inclusive and respectful work environment where everyone feels valued and listened to.

This approach, which is based on a culture of self-improvement and personal development, leads to DEI becoming a natural part of our daily routine rather than an occasional effort. Everyone also becomes the architect of their own behavior, influencing the culture from their level and role.

One of the DEI behaviors I have implemented is to proactively seek out different perspectives during team meetings. In practice, this comes down to encouraging everyone to share their own point of view and making sure all voices are heard. The lesson played a key role in making progress in this regard. I’ve seen significant improvements in whole team dynamics and decision-making processes, and diverse perspectives often lead us to more innovative solutions.

I am also currently working to effectively recognize and deal with my own unconscious biases, which is a difficult but rewarding journey. I’m also trying to learn about the culture and history of the region, which helps me to constantly improve my relationships and better understand my surroundings.

Facilitators conducted the lesson for more than 500 employees. The lesson facilitators shared very positive feedback, as did the lesson participants: