2 minute read
NLC Report: Leaders Who
By Christopher Johnson, NLC Board Member
Everywhere you turn, organizations are posting diversity statements on their websites and hiring leaders to oversee diversity, equity and inclusion efforts. But “diversity, equity and inclusion” (DE&I) is not a corporate buzz phrase or leadership trend; it represents the non-negotiable pillars on which strong cultures must be built. Here are eight things that leaders who authentically embrace diversity, equity and inclusion believe.
1. Diversity, equity and inclusion are everyone’s responsibility.
In recent years, organizations have started hiring chief diversity officers and building DE&I departments. While organizations must create greater accountability for and focus on this work, a single department or position is not a substitute for building and cultivating an authentic culture of diversity, equity and inclusion. To advance a culture of DE&I, establish organizational values that tie to your mission and performance objectives. When appropriately used, organizations can develop resources and tools built upon those values to help staff further their understanding and self-awareness and guide hiring decisions and employee expectations.
2. No marginalized population is more important than another.
Leaders who authentically embrace DE&I understand that there are many marginalized populations in our society and the workplace. DE&I issues go beyond race, including sexual orientation, gender, disabilities and more. Inclusive leaders advocate for all marginalized populations and understand the intersectionality of these issues. For instance, being Black can also intersect with having a disability or identifying as LGBTQ. These issues are allencompassing, and inclusive leaders get that.
3. One person’s life experience doesn’t discredit another’s.
Perception isn’t reality. The lens through which we see the world shapes our reality. Truly inclusive leaders understand that everyone has different life experiences, even if we come from similar populations. They can listen to those experiences and acknowledge that they are genuine and authentic without judgment or defensiveness.
4. Words do matter.
Many people mistake words like “diversity,” “equity,” “equality,” and “inclusion” as being interchangeable. They are not. Leaders who authentically embrace DE&I know this and seek to broaden their understanding — for themselves and in support of others. Here are some simple ways to think about these terms. When it comes to diversity and inclusion, imagine being at a high school dance. Diversity is making sure everyone is invited to the event, while inclusion is asking the people there who are different from them to actually dance. When it comes to equality and equity, think about a middle school basketball team. If you gave every player size seven shoes, that would be equal — they’d all have a pair of shoes. But, of course, everyone’s feet aren’t a size seven, and one size does NOT fit all when it comes to shoes (or most things in life!). Equity is making sure everyone gets a pair of shoes that fit so they can participate on a level playing field.
5. Actions mean more than words.
In talking with many people about diversity, equity and inclusion, I often hear concerns about saying or doing something wrong. Many individuals share vulnerable moments about realizing they’ve done something wrong in the past that may have contributed to institutional marginalization or racism. Recognizing that mistake isn’t what’s wrong; it’s not doing anything about it moving forward once you’re aware of it that’s a problem. Inclusive leaders can reflect on their actions and behaviors and identify how to take action to mitigate them.
