Reflections on Range, Inclusion, and Fairness: eight Methods to Get Higher – Visitor Blogger Kate Bushnell
I recently took part in a virtual panel that looked at race and inclusion in the workplace. The COLOR Magazine & WMFDP | hosted "Reflecting on Race: Moving Forward for Inclusion Success" FDP Global and leaders in diversity, inclusion and equity, including Applied Materials, Novant Health and Sandia National Laboratories.
I learned so much and really appreciated hearing the perspectives from experts and questions from other leaders and communicators who attended the session.
Here are my key takeaways from the session that I will share with you to initiate further discussions and ideas for positive change in your organization:
- Every organization has "insiders" and "outsiders". Insiders are usually white men and the outsiders are usually underrepresented. It was interesting to me that insiders don't usually see themselves as a group, but as individuals. Identifying the insiders and showing them how to influence and drive change is an important step. Go beyond traditional segmentation when developing stakeholder engagement and communication plans – such as roles, regions, or even terms of office – and reach out to insider and outsider groups as well.
- Too often, insiders turn to the outsiders for assistance in solving the problem. The reality, however, is that systemic cultural change needs to be led by the insiders in order for it to work as their mindsets need to change. To turn insiders into real partners in driving change, you help them overcome worries about failure and realize that progress is better than perfection.
- A lack of diversity and inclusion cannot be addressed alone or through HR. Organizational culture belongs to everyone. An organization that lacks a culture that encompasses diversity, inclusion and justice will not deter people who seek diversity, inclusion and justice. They will go. Find ways to open up your culture so that people can be who they are and be successful.
- In order for diversity, inclusion and equity to "stay", this is part of the business strategy and directly aligned with the requirements of your company. Think of this as the Talent Opportunity, Performance Enabler, and Innovation Enabler that it is.
- Measure what matters. Companies that are leaders in this area have metrics that measure diversity, inclusion, engagement, and equality. They don't aggregate the numbers as it will create false positives. They also measure gender equality, including health equality, to identify and fill gaps where minorities have different health skills and risks.
- Quantitative and qualitative metrics are important. The experts said that overall, leaders need to listen more to the stories and experiences of people who are not like them. Too often the listening never takes place or only during the exit interviews. In that case it is too late. Let's help leaders listen better, have these conversations, and show empathy.
- Leverage the experience and expertise of Employee Resources Groups (ERGs) to drive your business forward. I loved hearing an example of how a Latino ERG in a healthcare organization played a leadership role in creating a special patient site to reach the Latino community. They led focus groups and shaped the content authentically.
- Attracting and retaining the right talent is best when it is coordinated against a series of individual leadership decisions. We need to help leaders think more diversely so that each person makes decisions that are diverse, inclusive and fair. Overall, there is a real change. At the same time, nobody has to wait for the company to do the right thing.
As leaders, it is important that we continue to learn how to be effective allies in driving positive change in our organizations, and I am grateful to have learned from these experts.
Visit this link to watch the session replay.
How can you use this insight to bring diversity, inclusion and equity into your business?
– –Kate Bushnell
About Kate
Kate is President and Head of Client Service at The Grossman Group and leads the oughtpartners ™ team to provide innovative and strategic communications solutions for clients who address their everyday and critical business challenges. She has worked with executives in a variety of roles and industries including Hillrom, Lockheed Martin, Microsoft, NYU's Langone Health, SC Johnson, Hartford, Tecomet and USP. Read her full bio Here.
It is a critical moment for companies to review the actions and commitments needed to address diversity and inclusion in the workplace. Since social issues are more central than ever, companies have to reflect on their culture – and reset it if necessary. Click below to see get 3 things your business can do today to promote diversity and inclusion.
