Adding Seats to the Table: Diversity, Equity, and Inclusion in the Workplace

Maya Angelou captured the essence of inclusivity so beautifully when she said, “We all should know that diversity makes for a rich tapestry, and we must understand that all the threads of the tapestry are equal in value no matter what their color.” This is a great reminder that we’re all unique and this rings true for people of color, those with disabilities, people who practice various religions, those of varying ages, and individuals of all genders and sexualities.

Over many years, I've been part of a great DEI evolution as well as an eyewitness to its growth. As a woman in tech, you can imagine that for a long time, I was the only female at the table. These quite isolating, yet enlightening experiences, impacted how passionate I am about providing equitable opportunities for all. While I recognize my privileges, those moments have encouraged me to empathize with, hold space for, and show up actively.?

Though I’m admittedly not an expert on all that encompasses DEI, as a leader, I’ve found there are many ways you can influence change in your organization. Adding seats to the table is a substantial way to amplify diverse voices within the workplace.?

Inclusive and Equitable Leadership

I’m optimistic and committed to creating meaningful engagement between individuals within organizations. Encouraging DEI stretches us to engage with people and learn, and gives us a much better solution to the problems we are looking to solve. I recognize how essential it is to make deliberate decisions toward greater representation that can help build tremendous value down the road. As The Social Impact Show highlighted in their episode on DEI: “diversity is a fact and inclusion is a choice.”

What’s more, companies that prioritize DEI see incredible financial returns. An independent study from Qlearsite discovered a 35% improvement in company performance with an additional 31% lift to total profits, as well as an 83% better ability to recruit millennials. Even more impressive are the results when senior management teams embrace diversity; their profit margins tied directly to innovation can be 19 points higher than average!

As modern leaders, I believe it is our duty to lend a hand in creating and promoting an overall more diverse and equitable work environment that contributes to inclusivity, and overall better-performing businesses. Our collective efforts can nurture a nourishing professional environment that embraces individual differences with acceptance, respect, and appreciation – thus paving the way for stronger businesses in harmony. These are some key considerations when it comes to planning the necessary steps forward:

Walk the walk. Within your team, seek to hire, sponsor, and/or mentor the underrepresented leaders of tomorrow. Create space for them at your table and advocate for their needs. Include them in conversations, allowing the opportunity for their voices to be heard. Consider how to promote equity within your team.

Talk the talk. When approaching other leaders within your company regarding why these initiatives are important, try to find a common language. Deconstruct the value proposition of hiring diverse people and how their inclusion will contribute to the overall success of the organization. Use language and refer to individuals with a proper and inclusive style.

Be intentional. As you seek to expand your talent pool, consider which job boards are being used and the language within the postings. Do the descriptions include wording that will land with diverse candidates? Are all potential candidates able to access the postings??

Continued education. It’s up to all of us to be intentional about the ways we seek to be more DEI-focused. Creating more equitable work environments is a marathon, not a sprint, and we can all take part in becoming better allies and learning about how to improve workplace equity.?

I’m proud that Intel has a focused approach to DEI efforts and recognizes that diversity and inclusion are key to innovation. We also aim for diverse individuals to use and interact with our technologies to foster accessibility. A wonderful example includes the voice-activated backpack developed by Jagadish K. Mahendran and his team. Using AI, the backpack helps people with visual impairments to navigate the world around them and detect challenges including traffic signs, moving objects, and changing elevations. It’s remarkable to see all the progress Intel and our partners are making with tech for good.?

Let’s Band Together

Activism continues to play a key role in the progress we’re making as a society to hold one another responsible for DEI efforts. I’m incredibly hopeful about all the efforts I see within our communities to make our world a better place.?

Though we’ve seen progress with DEI efforts over the last 30 years, I hope we can all recognize and be accountable for the work that remains to be done. I am saddened by many events that are far too close in the history books, and there are so many ways we can band together to support individuals who may appear to be different from us.

At the end of the day, we’re all human beings and should lead with love. Let’s continue to make choices to lift each other and promote and advocate for DEI efforts in the workplace. I hope you’ll walk alongside me in my efforts in being more DEI-focused. One step you can take today is to write a LinkedIn recommendation for an under-represented individual in your network who deserves recognition and the opportunity to shine!

Until next time,

Alyssa Fitzpatrick