Action Step #37. Raise the bar

Raising the bar is a phrase we use as lawyers. We are always in the business of disrupting using the facts we are given and the law to make the case for things to be better. Unfortunately, litigators have to sue to get the attention of employers to change behavior. Just look at the weekly lawsuits from DOL and EEOC. ?? More than likely, there was an attempt to remedy the situation before it got that point.

But...

What if it did not have to be that way? What if we could raise the bar differently? What if employers got serious about the needs of DEI and the people it serves. Given that the places we work in were not designed with us in mind, it can be difficult for the majority to quickly recognize how the systems are inequitable. You see it when recruiting solutions are presented that did not quite understand the needs of Black talent. You see it when data is shared that does not break it down by diverse cut and intersection. You see it when we challenge promotion systems that are inherently biased. The type of change goes beyond the surface. It requires a mindset shift. It requires disruption of thought that seems hard to do. I have done it and I don't see it that way. This is why The Equity Source was created to give you a different lens and help you know what to do next. It's working because I have a team of 1,800 subscribers. :-)

??History tells us that plantations during slavery were based on rules. My ancestors had to follow them or else whippings, torture, mutilation, lynched, imprisonment, and being sold away from the plantation at the ready. It's traumatic for me to even think about it. I will let you in on a little secret. Behind closed doors some workplaces are known as plantations. It is because the rules at work may look different than the plantation, but they have the same impact. Ouch!

Let's see. How do I make this connection? If we don't meet a "culture fit" like wearing natural hair, we don't get hired. If we need accommodations or modifications to complete tasks, we may be considered a "mis-hire." If we ask a question or challenge an idea, we are labeled "aggressive or not a team player." If we don't "perform the way like the majority" we are placed on a PIP. If we do something really great, we are not celebrated or elevated. Essentially, we have to play by rules that we did not create, can't change and then get forced out. Remember the plantation.

??DEI allows us to raise the bar in order to eliminate every single type of thought pattern, behavior and system that has not served all diverse talent well. And this is why I call myself a DEI agent. When we can raise the bar on what the experience should be and have accountability in place, then the workplace can become a place where diverse talent and all talent want to work and thrive together.

Here is an easy way you and your team can raise the bar:

Ask two questions:

1. What works well?

2. Even better if...

These questions will help drive so much more change.

What works well is when you focus on each diverse talent with intersections because there are different experiences to and through the talent life cycle for:

??Black talent

??Hispanic talent

??Indigenous talent

??Asian talent (geographically)

For practical purposes, this may look like understanding the experience for Black men, Black women, Black LGTBQIA+, Black Nonbinary, et al. with JD, interviewing, assessments, onboarding, job assignments, salary, professional development, sponsorship, and even exits.

Here is an example: I am Black, a woman, Autism parent (my son's choice of words), and caregiver to aging elders.

??What could the JD look like for me to want to join your team?

??What do the benefits need to look like?

??How would my salary compare to others with the same title?

??Will my voice be listened to if I'm the "only" in the "majority?"

??How do I know my manager has accountability in place to prevent microaggressions?

??Am I receiving aligned professional development?

??Do I meet with my manager regularly and provide feedback?

??Is there a senior leader willing to sponsor my advancement?

??In what ways is the promotion process equitable?

??Is there an affinity group or ERG I can join that meets with leaders?

??Will I be celebrated on my team for my contributions?

??Is there a CDO or DEI Business Partner I can talk to beyond HR?

I hope you see how that one question can yield equity for diverse talent groups.

Guess what?

There is the second part.

Even better if...

It's even better if a DEI strategy is owned and led by boards, senior execs, HR or the People team, talent management, recruiters and employees so that DEI outcomes are met. All the aforementioned leaders have the most influence in the organization, are in position to raise the bar on DEI advocacy and will lead outcomes just as they do for the business.

Far too often, DEI consultants, business partners or CDOs are put in position to program manage. That is a no no. It is a recipe for burn out. It's our responsibility to build relationships, design the strategy, facilitate meetings, advocate for the best action step and monitor benchmarks so we meet outcomes. I have been fortunate to have leaders who understand this work.

Connection Question: Which part of the talent cycle can you raise the bar on at your place of work?

Action Step: Raise the bar

LaTonya Davis is a keynote speaker, author and podcaster. She uses her voice and the power of the pen to change perspectives, practices and policies toward equity for Black talent and beyond. Her impact has reached over 75 million. Visit TonyaDavis.com.