Stewardship

Stewardship of the Human Resource: Why an Understanding and Appreciation for Diversity, Equity, and Inclusion is Tantamount to Effectiveness

In an increasingly complex and interconnected world, the concept of stewardship is no longer limited to the preservation of natural resources but extends deeply into the realm of human relations. Stewardship, in its truest sense, involves the responsible management and nurturing of all assets—including people. When applied to human resources, it underscores the importance of fostering environments where individuals not only survive but thrive, particularly through the lens of diversity, equity, and inclusion (DEI).

At its core, stewardship is the careful and responsible management of something entrusted to one’s care. In the context of human resources, it is about creating an environment where the dignity, contributions, and potential of every person are acknowledged, valued, and harnessed. Leaders, as stewards, bear the responsibility of role-modeling inclusive behaviors and fostering a culture where everyone feels a sense of belonging. This form of leadership requires an unwavering commitment to DEI, not as a performative act but as a fundamental principle of organizational effectiveness.

Defining Stewardship in Human Relations

Stewardship in human resources is akin to stewardship in environmental conservation—just as we protect and sustain natural ecosystems, we must protect and sustain the human ecosystem within organizations. It involves being custodians of the values, principles, and cultures that allow human potential to flourish. Stewardship demands leaders to act with honesty, integrity, and empathy, recognizing that people, like natural resources, need to be nurtured, respected, and responsibly managed.

Honesty involves creating transparent communication channels where feedback is welcomed, and diversity of thought is encouraged. Integrity ensures that these conversations lead to meaningful action, where DEI initiatives are not merely tick-box exercises but transformative efforts designed to elevate every individual's potential. Empathy is the emotional intelligence to understand others' lived experiences, challenges, and aspirations, which is critical in addressing the complexities of human diversity.

The Role of Leadership in Role-Modeling Inclusive Behavior

Leaders, as stewards, set the tone for inclusivity. Role-modeling inclusive behavior is about more than just policies or public statements; it is about demonstrating in daily actions the values that uphold a culture of equity and belonging. Effective leaders understand that diversity is not a challenge to overcome but an opportunity to enrich the organization. This mindset requires a commitment to ongoing learning, an openness to change, and the humility to admit when improvements are needed.

The HenderWorks Agility and Adaptability Model, developed from research leading to the first global diversity and inclusion standard, is an essential tool in this effort. The model emphasizes the need for leadership to be agile in the face of shifting human dynamics, ensuring that DEI initiatives are not static but evolve as organizational needs and societal expectations change. By integrating agility and adaptability into their leadership, stewards can navigate the complexities of human relations with precision and care.

Why Stewardship is Critical Across All Stakeholder Groups

Stewardship is not confined to internal human resources; it extends across all stakeholder groups—employees, customers, suppliers, communities, and shareholders. Every stakeholder group is impacted by the organization's approach to DEI, and effective stewardship ensures that these relationships are grounded in mutual respect and equity. In a world where stakeholders increasingly expect organizations to take strong positions on social issues, the failure to prioritize DEI can lead to a loss of trust and credibility.

An agile and adaptive approach to human relationships fosters understanding and growth through shared experiences and nurtures the human spirit. Leaders must recognize that the diversity of their stakeholders mirrors the diversity within their organizations, and a commitment to equity in both spheres ensures sustainable relationships and positive outcomes.

Principles That Drive Stewardship in Human Relations

Effective stewardship is guided by key principles that ensure the well-being of the human resource:

1. Honesty: Transparent communication that fosters trust and builds an environment where people feel valued.

2. Integrity: Commitment to doing what is right, even when it is difficult, ensuring DEI initiatives are authentic and aligned with organizational values.

3. Empathy: Understanding and embracing the experiences of others to create a supportive and inclusive environment.

4. Agility and Adaptability: The ability to respond to changing human dynamics, informed by the HenderWorks Model and its focus on flexibility and evolution in DEI efforts.

Applying the HenderWorks Agility and Adaptability Model

The HenderWorks Agility and Adaptability Model is critical in equipping leaders with the skills and frameworks necessary for DEI stewardship. This model is grounded in the research that informed the development of the first global diversity and inclusion standard, highlighting the importance of an agile and adaptive mindset in addressing the ever-changing dynamics of human relations. The model helps organizations shift from rigid, one-size-fits-all DEI strategies to approaches that evolve in response to real-time changes in both internal and external environments.

SPINE: A Thoughtful Framework for DEI Stewardship

Effenus Henderson’s SPINE framework—Strategy, Practice, Ideation, Need, and Execution—offers another vital tool for leaders committed to effective stewardship of human resources. The framework calls for:

• Conversation and Dialogue: Engaging in meaningful discussions that uncover diverse perspectives and foster deeper understanding.

• Understanding Context: Recognizing the specific challenges and opportunities that different groups face, both within the organization and in the broader community.

• Ensuring Equitable Solutions: Addressing systemic barriers and ensuring that DEI initiatives lead to tangible, equitable outcomes.

• Focus on High-Impact Actions: Prioritizing efforts that not only address immediate challenges but also drive sustainable change for the future.

Stewardship as a Path to Sustainable Human Relations

Stewardship of human resources is about more than managing people; it is about nurturing potential, fostering collaboration, and creating a culture where every individual feels they belong. By embracing the principles of honesty, integrity, empathy, and adaptability, leaders can create environments that not only meet the needs of today’s workforce but also anticipate the challenges and opportunities of tomorrow.

In the stewardship of human relations, just as in environmental stewardship, the goal is sustainability—ensuring that the organization thrives by valuing the diversity and unique contributions of its people. Stewardship is the path to unlocking human potential, driving organizational effectiveness, and creating a more equitable and inclusive world.

Effenus Henderson