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There is a recognition of the importance of diversity, equity, and inclusion initiatives at global, national, state, and community levels. Take any one of the SDGs included in this unit and discuss a couple of challenges leaders face in achieving sustaining results for equity and inclusion. Are the challenges individual or institutional? Examine the challenges at the international, national, state, and organizational levels.
National and State Levels: Nationally, challenges are often tied to discriminatory laws and policies. This could include unequal access to quality education and healthcare based on geographic location or socioeconomic status. In many places, tax systems are not progressive enough to redistribute wealth, and social safety nets are weak. A lack of disaggregated data on inequality can also hinder progress, as it makes it difficult for governments to identify and address the specific needs of different groups.
Organizational Level: Within organizations, a key institutional challenge is the lack of top-down commitment and accountability. If diversity, equity, and inclusion (DEI) initiatives are seen as a "nice-to-have" rather than a core business strategy, they will fail. This can be seen in a lack of dedicated funding, an absence of measurable goals, and a failure to hold leaders accountable for DEI outcomes. Additionally, policies on recruitment and promotion may be unintentionally discriminatory, such as relying on referral networks that perpetuate homogeneity or using performance metrics that favor a certain type of employee. This institutional inertia makes it incredibly difficult to achieve lasting change
Challenges to achieving sustained results for diversity, equity, and inclusion are a complex mix of both individual and institutional barriers, each reinforcing the other. Using SDG 10: Reduced Inequalities as a focal point, we can see how these challenges manifest at different levels of society.
These challenges are rooted in personal beliefs, attitudes, and behaviors that are often unconscious but deeply ingrained.
Unconscious Bias: This is one of the most significant individual challenges. People often hold unconscious biases based on race, gender, ethnicity, disability, or socioeconomic status, which can influence their decisions in hiring, promotions, and resource allocation. For example, a hiring manager may subconsciously favor a candidate from a similar background, perpetuating a lack of diversity.
Lack of Empathy and Awareness: Individuals may lack the personal experience or understanding to appreciate the challenges faced by marginalized groups. Without empathy, it's difficult to champion inclusive policies or even recognize when exclusionary practices are occurring. This can lead to a "business as usual" mindset where the status quo is maintained, despite its unequal outcomes.
These are systemic issues embedded within the policies, laws, and structures of organizations and governments. They often serve to reinforce individual biases.
International Level: At the global level, one major challenge is the unequal distribution of power and resources. For example, the rules of global trade and finance can be set by a few powerful nations, often at the expense of developing countries. This institutional setup can lead to a widening gap in wealth and opportunity, making it difficult for poorer nations to reduce inequality within their borders. Furthermore, a lack of binding international laws on corporate tax avoidance and fair labor practices allows large companies to exploit disparities between countries.