Project Management Can Lead DEI Initiatives by Example

Diversity, inclusion and equity (DEI) initiatives are essential in fostering workplace excellence, innovation, talent retention and achieving financial goals. Adoption of these initiatives is proven to lead to organizational success. Last year, we critically assessed how our project management industry can become more inclusive, but the work is perennial. It is not something to check off a list, but rather a daily, long-term commitment with majority stakeholder involvement. Otherwise, it amounts to empty promises and stale efforts. Collective action is the bedrock of any organization's transformation, and project management is already positioned to champion inclusion as it speaks to the work we do. After all, project management welcomes all kinds of personal and professional backgrounds—our industry should arguably be leading its charge.

The common ground shared between PM and Inclusion.

The term inclusion describes the intentional, active state of being valued, respected and supported. Inclusivity is foundational to teamwork and collaboration, effectively connecting people and utilizing each person's unique contribution, talents and skills. Leaders are critical in driving these connections, which become the beating heart of workplace culture, bringing to life a sense of belonging and fulfillment.

Does any of this sound familiar? It should because successful project management shares many of the same qualities that define inclusivity. Thriving projects depend on cohesive and collaborative work environments and relationships. Yet, in the March 2021 Pulse of the Profession, only 64% report that DEI is a high priority within the organizational culture of project management (North America region).

The remote work advantage.

The easiest way for project management to champion inclusivity is to leverage one of our best industry strengths: remote work. In 2020, remote work moved to the crux of project management, enabling greater accessibility and increasing flexibility and productivity (though some, like our team at MRC, had been doing it long before). By default, the remote environment opens the talent pool, allowing for a more independent, diverse and inclusive workforce. It supports creative hires beyond the scope of the role and responsibilities, attracting talent that makes our industry exceptional.

However, providing an inclusive environment through remote work is nothing without connecting people and amplifying talent. Engaging the right people starts with understanding the accessibility of a project's demands and tools.

Digitally leading the way.

Determining project accessibility may look like a challenge to the assumptions on how work is being done and delivered. What is the current user experience? What do people need to engage and communicate with the project successfully? And with more and more technologies adapting to serve those with disabilities better, project management should reevaluate its processes and digital accessibilities. How do specific tools limit or enable their users? Answering these questions is an opportunity to improve our industry and connect with more people.

Project management should lead by example with inclusivity initiatives. We have the power, structure and people to do better than 64%—and if we approach it with the same people-first we bring to our work, then there’s nothing we can’t achieve.