Embracing diversity, equity, and inclusion (DEI) isn't about isolated targets; it needs to be intertwined into every action we take as an organization. The broccoli gets bakes into the casserole to make the whole better and healthier.

Maria Morukian works with with people who, whether it's their formal or informal role, lead the systemic change for diversity, equity and inclusion. She also works with organisations to really embed the concepts of equity, justice and inclusion into the organizational fabric.

She shares the personal background that shaped her worldview and brought her to this work. Drawing from her multicultural background and experience in systemic change work, Maria gives her perspective on how to embed DEI into the fabric of an organization. and – sorry if you haven’t had dinner yet – we bring in some good cooking metaphors to elucidate the process.

She brings up the interesting concept of 'Immunity to Change,' (developed by Lisa Lahey and Robert Kegan) highlighting that DEI isn't merely a technical problem solvable by one-off decisions. DEI isn't about quick fixes but complex, adaptive challenges: hard to identify, which makes them easy to deny. It's more like untangling a knot, requiring us to uncover conflicting commitments in organizational structures and cultures.

Pulling back the curtain and asking: what is it that is causing these actions or inactions that are impeding progress toward what we say we want? Elements of organizational structure and culture are reinforced and perpetuated not only because they're easier and better known, but also because they tend to serve a certain segment of the population.

Uncovering hidden competing commitments in how organizations are set up and run means recognizing our subconscious actions and beliefs that may inadvertently create an immunity to much-needed change.

A workaround that Maria proposes is micro-change: nudges to challenge existing assumptions and initiate change, inch by inch, bite by bite, adding up to big impact.

We also delve with Maria into treating DEI as a fundamental part of making big decisions. This means, rather than to treat DEI actions like separate goals, or an ‘add on’ if we happen to have any space (or budget) left, to integrate DEI values into the core of business strategy. Which is where they belong, and have their true impact and benefit.

How are you embedding DEI principles into your organization? What would it mean to uncover potentially competing commitments – and integrate them instead?

More about Maria Morukian:

LinkedIn https://www.linkedin.com/in/maria-morukian/

Website MSM Consulting https://msmglobalconsulting.com/about-maria-morukian/

Podcast: Culture Stew https://open.spotify.com/show/3typAAapfJZ14VL6N811Ob

And more about Immunity to Change https://mindsatwork.com/who-we-are/

More about us:

Lisa Dempsey – https://www.linkedin.com/in/lisakdempsey - https://www.leadershiplabs.eu

Marjolijn Vlug – https://www.linkedin.com/in/marjolijnvlug - https://www.marjolijnvlug.nl/

Reach us both at PeopleImpactPodcast@gmail.com