Am I Diverse? Examining Ourselves
By: Cass McMann, DEI Community Leader, The Channel Company
April is a month dedicated to the celebration of diversity. By celebrating our differences and similarities, The Channel Company looks to gain a deeper understanding of the world in which we work. By taking a close look at the identities that make up our communities, we are encouraged to see the strengths of our differences.
Distinctions based on race, ethnicity, gender, sexual orientation, economic status, or mental or physical abilities do not limit what we can do as an organization. They enhance it. In celebrating diversity, we honor a united “we” that is composed of individuals whose distinct differences are pivotal in the mosaic of our organization.
In a previous article, we outlined the need to set aside time as an organization to recognize, acknowledge, and celebrate the unique backgrounds, beliefs, and cultures within our community. In this article we look at diversity from a different vantage point: examining how each of us occupies multiple identities that make us who we are.?By only focusing on the obvious we risk alienating those whose diverse backgrounds remain hidden.
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Look Beyond Difference to Privilege
Often, we examine diversity through the lens of the marginalized. We consider solely how we plan, individually or as an organization, to address the lack of representation of specific groups. Race, ethnicity, gender, sexual orientation, economic, and other systemic inequities become the focus — placing little emphasis on the groups who benefit from this marginalization. ?
Rightfully so. We need to shine light on, make space for, declare the beauty of difference. Organizational homogeneity is not the goal. However, something is missed when we only focus on making space for those with difference from stereotypical societal norms.
I am Black and I am a woman — and those identities place me in a traditionally marginalized group. However, I also have a master’s degree that affords me financial stability and privilege. I have a hidden illness but have access to healthcare that gives my life stability (the equity issues within the U.S. healthcare system are a subject for another article, another day). Diversity and inclusive leadership are not just about making space and celebrating others — it’s about popping our own bubble of assumptions and examining the intersections of our privileges.
Part of our responsibility as inclusive leaders is to examine ourselves. We must be willing to walk the talk, looking in the mirror for where we are to acknowledge where we should grow. In turn, this allows space for us to influence our organizations and build more diversity.