What do you do if your career is not benefiting from diversity and inclusion efforts?

What does DEI mean to you? If DEI is being implemented as it should be everyone working in a company should benefit. Are you improving your leadership skills, mentor skills, or advancing because you've had the opportunity to upskill your skills? Are the handbooks being reviewed and ensuring there is equity for everyone at all levels of the company? Has the culture developed into a culture where you have a voice regardless of Race, Gender, LGBTQ+, Disabilities sight seen and unseen, and regardless of title? DEI can and should benefit everyone at all levels in various outcomes. If it is not then review what your view of DEI is as well as the company's view. Use your voice and be able to backup why you feel it's DEI that's holding you back!

There could be so many interpretation of this questions and many reasons behind it. Just to name a few possibilities: 1) Is it because the existing D&I initiatives aren't addressing the needs of underrepresented groups? in this case, you consider increasing your involvement in affinity groups to voice your opinions and advocate for necessary changes. By actively participating in these groups, you can amplify your influence and contribute to shaping more effective D&I initiatives within the organization. 2) Is it because the organizational culture lacks inclusivity? In this case, may be wise to explore external job opportunities. Many organizations have D&I initiatives, but not all of them have a geniunely inclusive culture.

Companies don't engage with D&I because they don't measure it, nobody is accountable for it, they're not 'paid' to do it, and they think it'll be expensive and time-consuming to implement. Education on the fact that this isn't true and that the benefits outweigh the costs is key!

We often lump D&I together, but it helps to separate them as different workplace characteristics: - Is your workplace not diversifying? - Is it primarily diversifying in only one category, such as race, gender, ethnicity, religion, physical ability, mental ability, etc.? - Is it diversifying in ways you believe limit your opportunities? - Do you feel excluded from opportunities? - Which ones (e.g., meetings, projects, promotions)?

DEI must be aligned with the over strategy of the business with clear and measurable objectives. If implemented in isolation it will not achieve its purpose. It is also important to evaluate your expectations, is it not working for you alone or is it not working overall.

There should be a process in place for reporting discrimination, microaggressions, and non-compliance. Speak to your line manager or HR as soon as it arises and take notes of specific instances.

Remember, this is a dialogue, not a monologue. Employment is a partnership, and your goal should be to find ways to align with your employer or determine if you’re in the wrong place. Sometimes, you will also get evidence you can use in a discrimination case, if that’s the true cause of your career limitations, but don’t go in expecting to “catch them.”

Educate yourself! There are so many online resources that can help. Showcase the value of what you've learnt and how it benefits you in your role and your team.

You don’t need to be an executive to develop leadership skills. Lead from wherever you are. Your contributions might not be noticed immediately, but employers do tend to eventually notice employees who do more than meet the basic requirements of a job and help them meet their goals. If your employer does not, you will develop new skills to take to your next one.

Self-discovery is so much more important than we are usually taught. Most of us have been trained to think we have to become someone else so an employer will bestow a job on us, as if it’s a gift. No, you provide services they need to help them build, maintain, and grow their businesses. It’s a mutually beneficial relationship. Choose your employer as carefully as you would choose a spouse.