the next big thing
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DIVERSITY IS EASY, INCLUSION IS THE HARD PART . . .
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N THE WAKE OF THE INJUSTICES THAT continue to show up in various spaces across our country, there has been an increase in diversity and inclusion (D&I) interest across all sectors. From the establishment of Chief Diversity Officers in upper leadership, to capital (dollars) committed to specific causes, organizations have begun their own individual journeys in the D&I space. There is currently an awakening of what should have already been embedded in business in the ways in which we hire diverse groups of individuals that have the skills and acumen to do the job. As organizations grapple with the how, it actually is quite simple . . .do the work. As a former higher education Diversity, Equity, & Inclusion (DEI) practitioner, we often would say, “Be FOUND doing the work.” There has to be an unlearning of the notion that diverse groups of individuals who have the expertise to do a job don’t exist, especially those who come from historically underrepresented groups. This posture highlights, “I don’t want to do the work to find them” and further perpetuates the organization’s lack of understanding around the business need for diverse teams in terms of their long-term success. Organizations must develop inclusive hiring processes that are embedded within not only the HR organization, but within the business more broadly. It is important for executive leadership in every organization to lean into the D&I space with intentionality and sustainability. Leadership buy-in is essential to the sustainability of all D&I work. Many organizations lead with grassroot efforts, however for those and other efforts to be sustained, leadership must own the strategy and drive accountability amongst all stakeholders. Leadership must also acknowledge and ensure that the work doesn’t rest on those from marginalized communities, but everyone must do their own work to deconstruct systems that have been erected in order for those from certain communities not to have the same access to success as other groups. Organizations are doing an overhaul in D&I training
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in hopes to change the culture of their organizations. I often say that training does not change people, experiences do. Training provides the tools for individuals to make a conscious effort in unlearning and learning the ways in which they engage and contribute to the disenfranchisement of certain individuals and groups. Tools are only tools once you use them and engage deeply in the work. One must lead with curiosity when wanting to learn the history of why we need diversity and inclusion efforts in the first place. Inclusion is a concept that is often put to the back burner when people speak about D&I. I am a strong advocate of “if you do not heavily engage in inclusion, any efforts of diversity will ultimately fail.” Humans desire belonging in some form or fashion and within an organization it is pivotal if the organization hopes to retain the employees that they presently have. This sense of belonging is paramount to employees being able to bring their full authentic selves to work each day, all while performing at their full potential. Inclusion is more than heritage month celebrations and occasional check-ins. Inclusion is making sure that every person is seen, valued, heard, and celebrated with their intersectional identities present. Real culture shift should be intentional and sustainable when creating systems in which everyone can thrive at work. Once an organization does the work of inclusion consistently, retention is a much easier equation to solve. Everyone must own the work of D&I and also hold each other accountable. For those that do not see themselves in the work of D&I, they can wholeheartedly lean into being allies for those whose voices are often silenced and whose mere presence is overlooked. D&I is not a short race, it is a marathon that includes hard conversations, leadership accountability, and most importantly, intentionality.u
PHOTO BY FAUXELS FROM PEXELS
By Dr. Brent Obleton
WWW.THEBLACKINHR.COM
