16 Sep Courageous conversations in DEI
Emily Koski, Senior Vice President and Diversity, Equity, and Inclusion (DEI) Segment Strategy Lead at U.S. Bank, joins Megan Cummings-Krueger on the Menttium Matters Podcast to discuss courageous conversations, driving DEI transformation, and the importance of authentic leadership. Emily shares insights from her role at U.S. Bank, her experiences in DEI leadership, and strategies for creating a workplace that promotes belonging and inclusion. With a unique background in music performance, Emily uses her creative skills to bring energy and innovation to her work in DEI.
The Evolution of DEI at U.S. Bank
Emily Koski discusses how U.S. Bank has grown in its DEI journey, moving through different stages of maturity:
- Level 1 (Compliance): Following DEI mandates simply because they are required.
- Level 2 (Programmatic): Launching initiatives such as DEI roadshows and leader training.
- Level 3 (Leadership Ownership): Leaders owning DEI initiatives with data-driven accountability.
- Level 4 (Cultural Integration): Embedding DEI into everyday business practices, where inclusion becomes second nature.
Through these stages, U.S. Bank has advanced its DEI strategy, evolving into an organization where inclusion is deeply ingrained in the culture.
Examples of Courageous Conversations in DEI
A standout moment Emily shared was when a white male leader at a DEI event asked, “What about the white straight men?” Rather than deflecting, the DEI leader responded by thanking him for his bravery and engaging in an open, honest discussion. This moment of vulnerability and courage set the tone for future DEI efforts, where tough questions are welcomed and addressed with empathy.
Best Practices for Courageous Conversations
Courageous conversations—where difficult topics are addressed openly—are crucial in fostering DEI in any organization. Emily defines courageous conversations as discussions that are often uncomfortable but necessary to address issues like bias, equity, and inclusion. She outlines three levels:
- One-on-One: Addressing personal concerns or misunderstandings.
- Team Conversations: Bringing up sensitive topics in a team setting.
- Large-Scale Conversations: Engaging the whole organization in DEI discussions, often led by senior leadership.
Tools for Fostering Courageous Conversations
To make these conversations productive, U.S. Bank has created several tools:
- Courageous Conversation Ground Rules: Guidelines such as assuming positive intent and being open to discomfort.
- Structured Toolkits: Including facilitator guides and learning objectives on topics like unconscious bias and allyship.
- Case Studies: Hypothetical scenarios that help leaders and teams navigate real-world DEI challenges.
By providing these resources, the bank helps leaders at all levels engage in meaningful conversations about DEI.
How DEI Conversations Have Evolved Post-2020
The events of 2020, including the COVID-19 pandemic and the racial justice movement, accelerated the need for courageous conversations at U.S. Bank. Emily explains how their culture of openness allowed for authentic and challenging discussions, particularly after the murder of George Floyd in the bank’s hometown of Minneapolis.
Emily shares how leadership vulnerability became a catalyst for change, highlighting that executives, including the CEO, openly admitted when they didn’t have all the answers. This level of honesty empowered employees to initiate their own courageous conversations and challenge the status quo.
Key Habits for Successful DEI Leadership
Emily emphasizes that her success comes from a combination of thick skin and not taking things personally. She attributes much of her resilience to her background in music performance, where receiving constant feedback is part of the process. This mentality allows her to receive criticism as a tool for growth rather than a personal attack. Additionally, she advocates for leading with authenticity—being real and stripping away corporate jargon to connect with people on a human level.
The Power of Being Real and Vulnerable
Emily Koski’s approach to DEI leadership is grounded in authenticity, courage, and vulnerability. By embracing discomfort and encouraging open dialogue, she has helped transform U.S. Bank’s workplace culture into one that prioritizes inclusion and belonging. Leaders and organizations looking to foster a similar environment should invest in courageous conversations and be willing to challenge themselves and their teams for the betterment of the workplace.
Additional Resources
- The Four Agreements by Don Miguel Ruiz
- Brené Brown’s TED Talk on Vulnerability