Traits of an Effective D, E &I Practitioner – Part 2 – Influencing Skills

This is part 2 of a mini-series:  I am currently part of a collaborative project with a group of Diversity, Equity and Inclusion (DEI) practitioners. As part of that I have been gathering my thoughts on what I see as the necessary traits of an effective practitioner. Enjoy and I hope you find it useful.

The DEI practitioner is at the core a change agent. They are looking to instigate change into the status quo. However, most practitioners are rarely in positions of power and authority in organisations.  Rather they tend to be in positions where they can influence, coach, advise and provoke thinking for leaders who are seeking to implement changes in the organisation. Others may work as external consultants who play the role of being the subject matter expert.

Therefore, having the ability to connect with and build relationships with people at all levels of an organisation is a valuable trait for project success and longevity. We need to be able to contribute to both the strategic and tactical requirements of senior leaders and then be also able to upskill people at the lower levels.

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