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The Elephant in the Room
Nikki Wilkins • October 18, 2021
Fundamentally defining DEI:
Diversity = numerical representation. Hiring diverse groups of people.
Equity= quite simple: Equal access and opportunity provided to person from non-marginalized communities
Inclusion= creating and making sure that the workplace culture is a positive environment. Where people feel like they have a voice and access to opportunities.
What does it take to create a positive corporate culture? Empowerment and inclusivity.
Nowadays, more so than ever before, organizations are placing emphasis on diversity, equity, and inclusion, or as we have come to know and use the acronym, D.E.I.
Companies are putting the needs of their people first, they are finally realizing that it is essential to not just talk about DEI, but actually moving past the “intention to create new opportunities for diverse talent and committing to changing their ways of working on a fundamental level, their business outlook, and lastly, changing their processes, but inciting ACTION behind the intent.
During this movement, company executives should seriously consider recruiting chief diversity and inclusion officers that will play a critical role in leveling the playing field for diverse professionals and reinventing or reshaping today’s workforce. This is more than just bring in people from different backgrounds and different life experiences. You must consider the fact that there needs to be some structural changes as well. For example, anyone that is from a “marginalized” group is promoted to a position of leadership, faces receiving that “extra scrutiny” regarding their ability to perform the new role.
They are constantly being scrutinized for the ways that they will fail, instead of looking for how they succeed. There is always a possibility that a candidate will fail in the new role, but they should be provided with the equal access to resources that will ensure their success, rather than failure. The ones that may be proven to be remarkable may be one that hails from the so-called underrepresented group.
Therefore, it is imperative that the companies that are committed to doing this work, exercise proactivity and hire the right DEI officers and continue to define strategies, set goals to create diversity, equity, and inclusion. destroy the proverbial elephant in the room.
REACH is A non-profit, 501c(3), committed to providing DEI education and training seminars, webinars, and sharing cultural experiences, while assisting organizations through transformational growth, since 1976.
Sister affiliate, Diverse Talent, an executive search and placement firm committed to bridging the gap of diversity in the workplace, and to dismantle the notion that a diverse professional pipeline issue exist.
While we are only 2 months into 2025, it may feel we’ve lived many lifetimes already. February is Black History Month, and this year it is essential to celebrate and support leaders and people of influence more than ever. As media coverage and information continue to grow at the tip of our fingers, it’s easy to feel that being just one person, you can’t make a huge difference for huge causes, but that is not the case. As professionals, every year we meet with our team, with our supervisors, and focus on goal setting. One major suggestion when entering this planning stage, has always been to set achievable goals. Don’t create chaos in your mind trying to achieve an unachievable goal, our supervisors tell us. The same goes for support change and community. You don’t have to be a major donor to a cause, or a legislator, decision-maker to be the change you want to see. Black history month is and always has been essential to education and honoring stories and perspectives of those that paved the way for communities of the present and future. Below, we’ve outlined ways to be an ally and support Black History Month this month, and every month after. Shop Local, Black Owned Businesses Small businesses thrive off community support. Individual care and attention go into each service and product a local business produces. So, next time you need a coffee on the go, a brunch spot to meet your friends, a new work outfit, or a concert for your next weekend outing, do a google search of black owned businesses around you, try it out, and refer your friends. Educate Yourself Did you know it was a black woman, Marie Van Brittan Brown, that invented the first home security system, which included a camera, peepholes, and a two-way communication system? Or a black man, Garrett Morgan, who invented the 3-light traffic light? Many life changing and saving innovations are credited to people of color, specifically African American people. Doing research and educating yourself on black leaders and people of influence can continue the knowledge and support of the black community, and further the narrative that teams and ideas flourish under diverse perspectives. Volunteer Act, to make change. Research organizations and causes that support racial justice, social equality, and community development. Join groups that work together to support community and engage your skill sets to work together and make a change. Ask the Questions, Use Your Voice See something, say something. If you see a coworker experiencing discrimination, call it out. If your organization is not operating inclusively, set a meeting with your manager to start the conversation. For more information on causes to support, where to start, and how to make change, contact Diverse Talent.
As the New Year kicks off, leaders are invited to take time to redefine aspirations for personal and professional growth. Goal setting as a leader helps to push forth an environment of accountability and ambition within teams. By embracing SMART goals ( S pecific M easurable A chievable R elevant T ime-bound) leaders provide strategy and achievable goals that resonate with evolving demands of 2025. If you are finding yourself drawing a blank in beginning the stages of goal setting for 2025, see below for a guide and items to consider adding to your spread: Begin by reflecting on the past year. What went well? What challenges arose? What needs to be discontinued? Identifying achievements and problem areas from the previous year can help in defining where to focus in the new year. This reflective process lays the groundwork for future successes. Connect with different teams and lead discussions to gain all perspectives of previous work, with a clear understanding of past performance and data. Engage your Team. When charting the course for the company’s future, engaging the team in thoughtful dialogue to gather invaluable feedback about ongoing projects and programs helps leaders understand not only what has fueled the organization’s successes, but also what challenges remain. True growth stems not only from pursuing high targets, but also from embracing diverse perspectives and insights from your team. Set Accountability Measures. Once your goals are set, it’s imperative to continue check ins and maintain accountability throughout the year. Scheduling 360 reviews with your teams s not just a procedural obligation, but an essential practice to ensure everyone feels encouraged to receive and give feedback and gain valuable insights that can shape the professional development of the team. Moreover, continuing the refinement of established goals is vital for maintaining focus and direction. As your team engages in regular discussions about their objectives, it facilitates a dynamic process of assessment and adjustment. This ongoing refinement not only ensures that everyone remains aligned with the overall vision but also fosters individual accountability, making each team member a crucial part of the larger mission. Continue your Leadership Education and Professional Development. Continued education is at the forefront for continued success of your individual position and company. Sharpen your leadership skills and ensure you’re up to date on how to effectively lead your team with online or in person programs. Diverse Talent’s DT University is a virtual, 6-session course focused on refining leadership qualities and skills. Meet with a mentor each week and learn through facilitated conversations and workshops to enhance your leadership abilities. For more information, contact us at DT@diverse-talent.com , or visit our website at www.diverse-talent.com .
