Tips for Hiring a Research Consultant to Support Your DEI Work
Photo of a quote by Anthony Perillo saying "Hon, is everything ok? You've barely touched your 2020 DEI initiative." This photo is credited to Cynthia Pong at Embrace Change.
As we make our way through Black History Month, I can’t take my mind off of the meme pictured above that says,
“Hon, is everything ok? You’ve barely touched your 2020 DEI initiative.” 🤔
I’ve witnessed this phenomenon directly in my work over the last few years.
After the uprisings of 2020- what some refer to as a racial reckoning- DEI was the biggest thing since the iPhone. Everybody was scrambling to be first in line to build their antiracism plan.
In consultant communities our conversations shifted to “how to incorporate DEI into my work” and “how to lift up BIPOC consultants.”
For those of us working in equity spaces it was refreshing to see folks having real conversations that pushed their comfort zones. But tbh, it was also a bit embarrassing. 🤦🏻♀️ It really should not have taken a cultural reckoning to be asking these questions or investing in equity.
Now the focus is on the economy and, somehow, we* (and by “we” I do mean culturally, but more specifically, white folks in particular) have willfully forgotten the urgency and importance of this work. [White] folks are exhausted with pushing their boundaries and frustrated with the deep, laborious, ongoing work that cultural transformation requires. As an official WW™ I get it, because I’ve been there and I’ll be there a thousand times more.
But if we want to see meaningful transformation we can’t get stuck in the overwhelm.
No matter where you or your organization are in your journey, meaningful equity work requires consistency and humility.
Let’s not forget that Black History Month isn’t just about learning about and acknowledging history. It’s about how we respond to that history and move forward. It’s about the history we’re creating at this very moment.
So, whether you are among the countless individuals or organizations that have a dusty DEI plan sitting in a file folder somewhere, you have deprioritized building one in the first place, or you did some great work and are ready for a new challenge, consider this an invitation to move forward into the next phase of your journey.
I believe that every person and organization has the capacity to grow and learn and I believe that as consultants, coaches, and guides we have a responsibility to support this growth process.
Below are some of my biggest tips on incorporating research, evaluation, and metrics into a DEI or antiracism plan.
Photo of a protester holding a sign that says “BLACK LIVES MATTER!” and wearing a face mask with “BLM” written on it.
When used well, research and evaluation can help you gather essential information, provide perspective, and understand how to measure or track your goals.
However, I’ve noticed a few common pitfalls that can impact both the research process and the ultimate action plan. I have no doubt that these are some of the same reasons that well-intended and well-designed DEI plans haven’t seen much attention.
The below tips will help you identify how or when to engage a researcher or evaluator in the DEI process and what pitfalls to avoid.
How we can help:
💡Offer an external perspective to help sort out internal dynamics
💡Create an opportunity for staff to share their experiences and needs confidentially and anonymously
💡Shed light on issues that don’t come forward easily within current org dynamics
💡Researchers are trained in identifying and navigating existing biases
💡Some researchers are trained in other skills like facilitation, strategic planning, coaching, or DEI consulting
Do’s:
✅Connect your research consultant with your DEI staff, consultant, or plan. Better yet, hire a team of research and DEI consultants or someone who does both
✅Hire a consultant that focuses on equity-based research practices
✅Hire someone familiar with common challenges and trends that contribute to issues like staff turnover or lack of diversity
✅Collaborate with the researcher to find the best strategy
When not to hire a consultant (or to rethink your strategy):
⚠️The answers are already there (e.g. staff have been clear about their needs - as per this LinkedIn post)
⚠️You’re not ready or willing to do the work to shift culture and respond to the information that arises
⚠️You know your issues are rooted in underpaying staff, under budgeting essential programs (especially DEI initiatives), or problematic power dynamics related to pay structure
Incorporating research or evaluation into your DEI initiative can be incredibly valuable. We’re great at identifying sticking points, providing space for staff to feel more comfortable speaking up, and helping you take a step back when you’re wrapped up in the day-to-day.
However, bringing someone in to reiterate what staff have already been vocal about, ignoring well-documented trends, or hoping information alone will solve your problems without committing to taking action can be ineffective at best, and can often perpetuate the same problems.
Have questions, looking for resources, or ready to engage a facilitator?
Book a coffee chat to learn more about how we can help
If you are looking for a DEIAB consultant and don’t know where to start, feel free to reach out to us for a personal recommendation.
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