DIVERSITY, EQUITY INCLUSION

Update: One Year Later!

By Kim Jackson, CAPP

TIME FLIES! It is so hard to believe that exactly one year ago in the October issue of Parking & Mobility, this DEI column launched. What is even harder to believe is that a few months prior to the launch of the column, IPMI held the first Fireside Chat to begin the discussion of diversity, equity, and inclusion in our industry. Now one year later you might wonder—where is the industry now in relation to diversity, equity and inclusion? What has been accomplished? What are additional next steps?

First, for me, a great deal has changed during this past year. The world is in a different place/space regarding COVID-19 and business operations, there is a new administration running the country, and many industries, including ours, have made strides in the DEI arena by just having conversations with employees and customers to gain insight on their perspectives.

IPMI has not only continued the conversation with this column, but there have been online training sessions and Shoptalks addressing diversity, equity and inclusion; there have been articles written for Moving Forward, the professional development newsletter; and there will be sessions and opportunities for sharing at the upcoming IPMI Conference & Expo in Tampa.

Organizational Culture

One of the biggest takeaways for me has been not only learning and reading how others are approaching DEI work individually, but that it is becoming more of the norm in organizational culture, not just a topic that is checked off as completed after a brief discussion or training. Many organizations, both academic and corporate, have created or expanded the DEI divisions within their human resources departments and/or a variety of positions within different divisions directly focusing on DEI work with the ultimate goal of addressing how their organization might begin to move away from unconscious bias, making the unconscious conscious, to increase awareness in this arena.

I have recently been interacting with an architect and engineering firm that specializes in the management of projects for museums, educational institutions, community organizations, performing arts facilities, and private developments on their DEI initiatives. During my initial conversation with their HR representative about what steps had been taken to date related to their DEI hiring initiatives, the representative said they believed that for a firm their size, they had done all they could, and the problem was they do not get a diverse applicant pool. This person was not aware of any potential unconscious bias. They use a

hiring firm; when I asked what where the DEI initiatives of that hiring firm were, the representative had no idea. It had never even occurred to them to even inquire about the hiring firm’s DEI initiatives, ask what their track record was in recruiting more diverse applicants, etc. The HR representative thanked me for asking the questions and increasing their awareness of making the unconscious conscious.

Many individuals have independently taken it upon themselves to begin their own self-assessments on their personal views related to diversity, equity and inclusion. They are becoming more culturally literate, both learning and appreciating people who are different from themselves, regardless of their gender orientation, class status, culture, and ethnicity.

Bias

More people are realizing and accepting that bias is a normal part of the human experience. What our continued conversations have done, in some instances, is get people to explore their own personal narrative, the values they grew up with, and examine how those values have shaped who they are and how they see the world or how others might see them and their views. In a non-judgmental safe space, they are exploring the awkwardness or discomfort of sharing their thoughts, gaining a better understanding of their reactions and behaviors to persons or situations that are different from their norm—they are getting out of their comfort zones.

There is still lots of work to do and the potential for even greater change. What is encouraging is the conversations are continuing, change, although still slow in many organizations, is beginning to occur, and we are gaining comfort in having these crucial conversations. ◆

KIM JACKSON, CAPP, is a parking and mobility consultant. She can be reached at kej55@comcast. net.

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