4 minute read
DIVERSITY, EQUITY, AND INCLUSION
By Chris Austin, CAPP
DIVERSITY, EQUITY, AND INCLUSION (DEI) in the workplace can bring out the best in teams by helping organizations access a wider array of perspectives, experiences, and abilities. A diverse and inclusive workforce improves innovation and idea formation and promotes a creative environment by encouraging greater consideration of a larger number of alternatives. Inclusive workplaces connect employees to each other and to the organization. They lead to high support-laden environments where employees feel valued, appreciated, and in-turn produce higher quality work and are more committed to realizing the mission and goals of the organization or institution.
Corporate and non-profit boards of directors and the organizations they serve can also reap the many benefits a diverse and inclusive board composition can provide. However, according to recent reports, approximately 80% of board members are white; 10% African American/Black; 4% Hispanic/Latino; 4% Asian/Pacific Islander; 1-2% other. Taking another view, 66% of board members are white men; 18% white women; 12% minority men; 4% minority women. While the greatest progress over the past five to seven years has been the increase in white women serving on boards, there have been some encouraging signs of improvement amongst minorities and people of color.
Why Should DEI be a Focus for Boards of Directors?
The benefits of focusing on diversity, equity, and inclusion are numerous and well-documented. When board members, employees, and members of professional organizations come from a wide array of backgrounds, they bring along with them unique perspectives and experiences that collectively improve the quality of interactions and information sharing amongst the group. This multitude of perspectives can lead the board and organization toward being increasingly innovative and dynamic, more effective, and highly efficient at attracting new members while retaining their existing members.
As companies respond to the social and economic impacts of the pandemic and social justice movements, there is an even greater calling for equity and diversity in our organizations, and in turn, our boards. This provides another “why,” in that it is expected that we begin to double our efforts to better promote and deliver in this
area. What can organizations do to improve? Well, a first step is to begin having conversations and making it a priority, something IPMI has demonstrated great leadership in over these past 18 months. Another is to build awareness and understanding by educating ourselves and each other on the definitions and impact of diversity. In my organization, we have read books on the topic with subsequent book club style discussions, and we have enjoyed related TED Talks and other reputable video sources with reflection discussions. Through operating with intent by identifying and communicating DEI strategies, board diversity can be advanced. Like any plan or strategy, a system of checks, balances, and follow-ups to track progress is vital for success.
It Takes a Village…and Individual Initiative and Action.
It takes a collective effort to advance DEI in our organizations and on our boards, but the collective is made up of individuals! What can we do as individuals to make a difference? As leaders, setting the bar for incorporating DEI fundamentals into our meetings and retreats, promoting related dialogue, and encouraging and providing a safe space for said dialogue is vital. Championing DEI efforts and serving as a resource for your organization and community is another way an individual can make a difference. Take it on yourself to learn about different cultures, races, religions, orientations, and backgrounds to gain knowledge and expertise, and then share it. Be an impactful voice on DEI committees to increase awareness and contribute.
Individuals can also be better listeners, be more open to the ideas of others, and in general be more supportive of differences and other points of view. Following the “platinum rule” vs. the “golden rule” is important: Treat others in a way they wish to be treated rather than the way you wish to be treated! Last, but certainly not least, put yourself or someone else forward; recommend them for a board seat, nominate them, or otherwise encourage them to become involved! Each of us can make a difference to improve diversity, equity, and inclusion. ◆
CHRIS AUSTIN, CAPP, is director, parking & transportation services at the University at Buffalo. Chris is a member of the IPMI Board of Directors. He can be reached at chaustin@ buffalo.edu.
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