How Communicators Can Make Progress and Impact Through DEI: Dr. Sandra Upton

By Becky Olson

Dr. Sandra Upton is Founder + Chief DEI Strategist with Upton Consulting Group (UCG), based in Grand Rapids, Mich. UCG is an experienced and innovative team of strategists who work with Diversity, Equity and Inclusion (DEI) professionals and organizations around the world by providing proven strategies to create inclusive and equitable organizational cultures.

Dr. Upton has over 25 years of DEI experience training and consulting with businesses, educational institutions, governmental agencies and non-profit organizations around the globe. Prior to launching her own DEI Consultancy, she led DEI and Cultural Intelligence (or “CQ”) programming for organizations committed to integrating CQ into their diversity, equity and inclusion efforts, such as Amway, Starbucks, Steelcase, Hallmark, Fiat-Chrysler, Perrigo, Cintas and institutions and schools like Harvard University, University of Michigan, Stanford University, Cornell University, Boston Public Schools and Dallas ISD. Dr. Upton is also a subject matter expert in unconscious bias.

WMPRSA’s Diversity, Equity, Inclusion and Accessibility Committee (DEIA) recently sat down with Dr. Upton to discuss ways communication professionals can support DEI initiatives inside their organizations and alongside clients.

What is the focus of your practice at Upton Consulting Group?  

I launched Upton Consulting Group in September 2021 after spending over seven years with the Cultural Intelligence Center where I held the roles of Vice President of our Global Diversity Practice and VP of Educational Initiatives. As a consultant, I am hands-on with clients of all sizes around the world helping to establish and maintain Diversity, Equity and Inclusion programs that attract and retain talent. We commonly work with professionals who are charged internally with doing the work, which could be reflected in their title, or as a committee. UCG comes alongside these professionals to map out and navigate the implementation of authentic programs suited to where they are and want to be.

We know that Diversity, Equity and Inclusion is a journey. Upton Consulting Group helps clients understand that while we never arrive at the destination and close the map, we can continue to make progress and impact by giving the journey dedicated time and attention.

Helping to elevate the conversation and awareness around unconscious bias - and how it affects the ways we engage with colleagues - is a focus for me with each client relationship. Unconscious bias and the stereotypes bias shape can influence conversations, hiring, and how we treat people. We all have these thoughts but becoming aware of how they can be managed is important. We need to make sure they don’t make their way into the ways we talk, act and behave.

To achieve these goals, we provide ongoing training and learning development to equip leaders with a diversity of research-based tools they can use to move forward DEI initiatives in their organizations. We also provide individual and group coaching and will be launching a new virtual course in January 2022 called DEI propel. Registration is open now. www.uptonconsultinggroup.com/deipropel.

What are the first steps for organizations and leaders when you begin working together on DEI initiatives?

The most important message we convey is that DEI is not a quick fix. Organizations need to be ready to do the work. What that work looks like is different for everyone, but it’s more than making a statement. For example, has the client always had a diverse organization and are they ready to do more? Do they have representation of diversity at every level of an organization or are there areas we need to strengthen?

Before getting started, we assess how we will be able to help the client make an impact, measure the work and ultimately sustain it. We have the most success when leaders have quality time to dedicate. 

What are your clients most surprised to learn through this journey?

On a basic level, they are surprised to learn this is much more than making a statement or issuing a response after an incident. We have seen how global organizations have been affected by silence or failing to support statements with action. We also help them understand that this journey is largely about change management. So we help then become better change and inclusive leaders.

Once we begin working together, clients learn a lot from exploration into behaviors and systems that perpetuate bias and undermine DEI. Learning more about others’ lived experiences can be eye-opening. Understanding the experiences of others at work and in life can teach us a lot about creating environments that are more equitable while fostering a stronger sense of belonging.

Some clients are surprised to uncover bias systems present throughout their organization, which may have hindered employee growth or even prevented strong candidates from breaking through an automated hiring process.

Who is most commonly responsible for driving DEI programming inside an organization?

Diversity, Equity and Inclusion work is usually led by the Chief Diversity Officer or sometimes based in Human Resources, Talent Management or in a dedicated DEI practice or committee.

The ideal scenario is for top leadership to be involved. When this happens, employees know the organization is ready and has the resources to follow through on their commitments.

How can communication professionals carve out a role in their organization’s DEI programming?

Public Relations and Communication professionals can play a significant role in supporting the business and strategic case for DEI programming.

PR emphasizes how we understand our audiences and the language and behaviors we use to communicate with them. This applies to internal audiences, clients, customers and strategic partners.

PR professionals can emphasize the importance of the words used in all forms of communication to ensure they’re inclusive.

What perspective do you offer for those who may wonder if DEI is a passing trend?

Diversity is not going away. Data shows that our workforce is only growing in diversity. We were already on the way. Last summer magnified the need to form plans and move from statements to action. Employees want to work for organizations that recognize their unique experiences, create equitable opportunities and help them belong. 

We are in a watershed moment to make a difference and affect the success of an organization. There has been enough published about the business case for DEI to know it has a proven positive impact.  

To learn more about Dr. Sandra Upton and the Upton Consulting Group, visit www.uptonconsultinggroup.com