{"id":91382,"date":"2023-06-09T02:00:23","date_gmt":"2023-06-09T09:00:23","guid":{"rendered":"https:\/\/www.betterworks.com\/?p=91382"},"modified":"2023-12-17T16:14:26","modified_gmt":"2023-12-18T00:14:26","slug":"lily-zheng-approach-your-work-with-humility-to-gain-employee-trust-in-dei","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/lily-zheng-approach-your-work-with-humility-to-gain-employee-trust-in-dei\/","title":{"rendered":"Lily Zheng: \u2018Approach Your Work With Humility\u2019 to Gain Employee Trust in DEI"},"content":{"rendered":"\n<div class=\"wp-block-ht-block-toc is-style-contrasted htoc htoc--position-wide toc-list-style-plain\" data-htoc-state=\"closed\"><span class=\"htoc__title\"><span class=\"ht_toc_title\">Table of Contents<\/span><span class=\"htoc__toggle\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"16\" height=\"16\"><g fill=\"#444\"><path d=\"M15 7H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><path d=\"M15 1H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1zM15 13H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><\/g><\/svg><\/span><\/span><div class=\"htoc__itemswrap\"><ul class=\"ht_toc_list\"><li class=\"\"><a href=\"#h-overcome-the-fear-of-finding-out\">Overcome the \u2018fear of finding out\u2019<\/a><\/li><li class=\"\"><a href=\"#h-assess-the-impact-of-inaction\">Assess the impact of inaction<\/a><\/li><li class=\"\"><a href=\"#h-question-the-status-quo\">Question the status quo<\/a><\/li><\/ul><\/div><\/div>\n\n\n\n<p>HR\u2019s biggest opportunity for supporting diversity, equity, and inclusion at work is also the biggest barrier: Rethinking institutionalized policies and practices.<\/p>\n\n\n\n<p>\u201cMeasuring impact, especially measuring disparate impact of any policy or process or practice, is and should be the highest priority of HR working together with DEI,\u201d says <a href=\"https:\/\/lilyzheng.co\/home\/\" target=\"_blank\" rel=\"noreferrer noopener\">Lily Zheng<\/a>, author of <a href=\"https:\/\/www.amazon.com\/DEI-Deconstructed-No-Nonsense-Guide-Doing\/dp\/1523002778\" target=\"_blank\" rel=\"noreferrer noopener\"><em>DEI Deconstructed<\/em><\/a>. But it\u2019s hard to know which policies are detrimental to your DEI efforts if employees don\u2019t feel they can raise those concerns.&nbsp;<\/p>\n\n\n\n<p>Trust is essential to creating psychological safety at work. Yet up to 70% of employees don\u2019t trust leaders or HR, according to our <a href=\"https:\/\/www.betterworks.com\/state-of-enablement-report-2023\/\">2023 State of Performance Enablement report<\/a>. Why is trust absent? One major reason is the biases embedded in HR systems.<\/p>\n\n\n\n<p>We spoke to Zheng about earning employee trust by reassessing HR policies through a DEI lens and why HR should approach legacy processes with curiosity and humility.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"753\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/06\/Influencer-QA-Lily-Zheng-Internal-2-1024x753.jpg\" alt=\"\" class=\"wp-image-91383\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/06\/Influencer-QA-Lily-Zheng-Internal-2-1024x753.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/06\/Influencer-QA-Lily-Zheng-Internal-2-980x720.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/06\/Influencer-QA-Lily-Zheng-Internal-2-480x353.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-overcome-the-fear-of-finding-out\">Overcome the \u2018fear of finding out\u2019<\/h2>\n\n\n\n<p>Every organization has legacy policies that might be exacerbating workforce problems. \u201cLittle disparities are exactly how inequity breeds and multiplies within organizations,\u201d Zheng says. Until recently, for example, many companies had longstanding dress codes that were <a href=\"https:\/\/www.shrm.org\/resourcesandtools\/hr-topics\/behavioral-competencies\/global-and-cultural-effectiveness\/pages\/crown-act-does-your-state-prohibit-hair-discrimination.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">inherently discriminatory against traditionally Black hairstyles<\/a>.&nbsp;<\/p>\n\n\n\n<p>Leaders often suffer from what Zheng calls the \u201cfear of finding out.\u201d Admitting that you \u201cdon\u2019t know what this organization is like for everyone\u201d takes courage, curiosity, and humility, Zheng says.<\/p>\n\n\n\n<p>When executives overcome this fear and audit legacy policies and processes for discrimination, they take the first step in creating change employees can believe in. By contrast, leaders who put off this task squander their workforce\u2019s trust and deny themselves the chance to course-correct.<\/p>\n\n\n\n<p>\u201cIf you do need help, you need to own up to it and embrace it,\u201d Zheng says. \u201cBeing brave enough to ask that question of \u2018where are we?\u2019 \u2014 that&#8217;s what a lot of companies currently lack.\u201d<\/p>\n\n\n\n<p>After assessing your organization\u2019s institutionalized bias, the next step is surveying employees for their perceptions of inclusion and how they experience your organization\u2019s policies. Listen to their stories, and you\u2019ll learn where you stand and how you can reimagine policies with equity in mind.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/06\/Influencer-QA-Lily-Zheng-Internal-1-1024x580.jpg\" alt=\"\" class=\"wp-image-91385\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/06\/Influencer-QA-Lily-Zheng-Internal-1-1024x580.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/06\/Influencer-QA-Lily-Zheng-Internal-1-980x555.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/06\/Influencer-QA-Lily-Zheng-Internal-1-480x272.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-assess-the-impact-of-inaction\">Assess the impact of inaction<\/h2>\n\n\n\n<p>Every HR team trying \u200cto address systemic problems with organizational policies and processes inevitably runs into constraints on their time and budget.&nbsp;<\/p>\n\n\n\n<p>Without putting in the time, people turn to shortcuts. Speed is the antithesis of thoughtful inclusion work, Zheng says, because biases themselves act as heuristics to help us make speedy decisions.&nbsp;<\/p>\n\n\n\n<p>That means \u201cbias is institutionalized within the ways companies operate,\u201d Zheng says. \u201cAnd so long as that remains the case, DEI work is going to be Sisyphean: We&#8217;re always going to be pushing the boulder up the hill, and it&#8217;s always going to fall back down.\u201d<\/p>\n\n\n\n<p>Because of limited time and resources, organizational leaders are often hesitant to disrupt the status quo. But Zheng likes to flip the script, challenging leaders to prove the ROI on inaction. By doing nothing, you\u2019ll find \u201cyou have low faith in corporate leaders, low trust, low perceptions of reliability.\u201d<\/p>\n\n\n\n<p>Your organization only stands to lose by letting legacy policies perpetuate institutional bias.<\/p>\n\n\n<div class=\"lazyblock-recommendedread-Qo4aW align  wp-block-lazyblock-recommendedread\">        <div class=\"recommended-read-notice\">Recommended Read<\/div> \n        <div class=\"recommended-read-box\">\n            <div class=\"recommended-read-image\">\n                <img decoding=\"async\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/11\/QA-DrStephanieCreary-BlogThumbnail-800x800-1.jpg\" alt=\"\">\n            <\/div>          \n            <div class=\"recommended-read-text\">\n                <div class=\"recommended-read-categories\"><a href=\"https:\/\/www.betterworks.com\/magazine\/category\/vantage-point\/deib\/\">DEI&amp;B<\/a> | <a href=\"https:\/\/www.betterworks.com\/magazine\/category\/vantage-point\/employee-experience\/\">Employee Experience<\/a><\/div>\n                <div class=\"recommended-read-title\">Achieving DEI Goals Through Stephanie Creary\u2019s MERIT Framework<\/div>\n                <div><a class=\"recommended-read-cta\" href=\"https:\/\/www.betterworks.com\/magazine\/achieving-dei-goals-through-stephanie-crearys-merit-framework\/\">Read Now<\/a><\/div>\n            <\/div>\n        <\/div>\n        <\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"h-question-the-status-quo\">Question the status quo<\/h2>\n\n\n\n<p>Trust is a critical piece of HR\u2019s attempt to apply DEI to legacy policies and processes. Employees need to trust that you\u2019ll take their feedback seriously and address the problems they raise. If employees have low trust in HR representatives, they\u2019re less likely to share those concerns.&nbsp;<\/p>\n\n\n\n<p>When employees give feedback, you must investigate whether your policies or processes have unintended detrimental effects. \u201cUnless we know that a policy or process is equitable by design and equitable in its outcomes, we should assume that it&#8217;s not,\u201d Zheng says. \u201cAnd that&#8217;s the opposite approach to what HR has assumed historically.\u201d<\/p>\n\n\n\n<p>Choosing to believe in your employees goes a long way toward creating a more inclusive workplace. When HR doesn\u2019t take the initiative, by contrast, the burden of proof falls on workers, most of whom \u201cdon&#8217;t have the means, resources, or time to create a very coherent, eloquent case that a policy they know very little about is biased against them,\u201d Zheng says.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-pullquote\"><blockquote><p><strong><em><strong><em>\u201cUnless we know that a policy or process is equitable by design and equitable in its outcomes, we should assume that it&#8217;s not. And that&#8217;s the opposite approach to what HR has assumed historically.\u201d&nbsp;<\/em><\/strong><\/em><\/strong><br><br><br><em>\u2014 Lily Zheng, author of DEI Deconstructed<\/em><\/p><\/blockquote><\/figure>\n\n\n\n<p>When employees don\u2019t trust that their perspective will be taken seriously, they\u2019re at a higher risk of disengaging or quitting.<\/p>\n\n\n\n<p>Imagining something other than the status quote can be difficult, especially if you helped design these policies and processes. To gain employee trust, \u201capproach your work with humility,\u201d Zheng says.&nbsp;<\/p>\n\n\n\n<p>Employees would rather hear you admit that you\u2019ve fallen short on legacy practices than to hear you dismiss their experiences and pretend everything\u2019s all right. View employee feedback, Zheng says, as an opportunity to assure employees how you\u2019re going to make things better.<\/p>\n\n\n<div class=\"lazyblock-post-resource-cta-2gumE1 align  wp-block-lazyblock-post-resource-cta\"><div class=\"custom-post-resource-box\" style=\"background:url('https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/01\/Performance-Software-Innovations-Shaping-2023-BG-Image-1200x680-1.jpg;') no-repeat center;background-color:;box-shadow: 0px 0px 18px -5px ;background-color:\">\n  <div class=\"custom-box-heading\" style=\"max-width:500%;\"><p style=\"color:#ffffff;font-size:36px\">9 Diversity and Inclusion Strategies<\/p><\/div>\n  <div class=\"custom-box-cta\" style=\"\"><a class=\"et_pb_button\" href=\"https:\/\/www.betterworks.com\/magazine\/diversity-and-inclusion-strategies\/\" style=\"color:#008AAB;background-color:#ffffff;\">Read On<\/a><\/div>\n<\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>HR\u2019s biggest opportunity for supporting diversity, equity, and inclusion at work is also the biggest barrier: Rethinking institutionalized policies and practices. \u201cMeasuring impact, especially measuring disparate impact of any policy or process or practice, is and should be the highest priority of HR working together with DEI,\u201d says Lily Zheng, author of DEI Deconstructed. But [&hellip;]<\/p>\n","protected":false},"author":111,"featured_media":91387,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[3517],"tags":[],"featured_location":[],"industry":[],"class_list":["post-91382","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-deib"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v18.1 (Yoast SEO v23.9) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Lily Zheng on Questioning Equity in Legacy HR Processes - Betterworks<\/title>\n<meta name=\"description\" content=\"Lily Zheng discusses how to earn employees\u2019 trust when bringing DEI to bear on HR policies and why HR should approach legacy processes with humility.\" \/>\n<meta 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