DEI&B is talked about a lot these days, and I've noticed that there are some recurring questions that pop up. I've also been told that it can be embarrassed to ask these questions when it feels like everyone is already miles ahead of you when it comes to this topic. So I've started collecting these questions and in this series, I'll try to give simple answers to help you along in your journey to becoming an even better ally of inclusion. So let's get started!
What do the letters stand for?
- Diversity, Equity, Inclusion & Belonging
Wasn't it just DEI before? Why add letters?
- Because DEI refers to what the organization does to create an environment where everyone can be themselves. Belonging is about how well those efforts succeeded - do people feel like they belong? They don't mean anything if they're just a check-the-box exercise and don't answer the true needs of people.
Why is this so important?
- Because if you want people to think about "us" instead of "me", you need them to want to do that. People who are anxious or afraid use their energy to try to shield themselves from what they see as an unsafe environment. This shielf also blocks their creativity, productivity, and motivation to do their best.
What does inclusive leadership have to do with this?
- Everything! Inclusive leadership means playing an ACTIVE part in building a culture where all individuals can feel safe, have a sense of belonging, are treated fairly and respectfully, have equal access to opportunity, and feel valued and appreciated.
Can I get away with it if I just let people participate in Pride and organize whatever else they want to do for different minority groups?
- Those things are great but not enough. You also need to be an ally, which means actively engaging in the discussion and bringing together different groups to figure out how you can be a diverse and safe workplace, together. If you leave it to others, it won't be a true part of your culture and different groups will still have very separate experiences of how things are. This won't lead to a sense of belonging, making all those other efforts less effective.
But it's uncomfortable! I'm afraid I'll say the wrong thing, use the wrong pronoun or end up offending someone.
- Being faced with our own biases and trying to understand how someone's world is vastly different than ours can be uncomfortable. That's okay. As long as you express your genuine interest in learning and becoming a better ally to those who need your support, most people will be very appreciative and want to collaborate to make it better.
What if we're not very good at this yet?
- Then say so, but emphasize that you care, and that you're still learning! It's much better than pretending you're doing great and letting people figure out it's all fake.
- Be aware of your biases and stereotypes, and willing to modify them.
- Be curious and give room for dialogue.
- Lead by example, be vulnerable.
- Try to see whose voice is still missing from the conversation.
- Figure out what kinds of diversity you have at your workplace. You might be surprised!
- Then think of ways to bring as many voices to the table as possible.
- Try to figure out where you are with these topics at the moment. It can be anything from denial ("we don't have those issues here") to DEI&B frontrunner ("we can always do even better"). Be honest!
- If you feel like you might need some help, get some! There are great trainings and trainers out there. For example, my DEI&B Day is a one-day intro to DEI&B and Cultural Intelligence.
Remember, you can only start where you are. It's your attitude and genuine effort that matters, even if you don't get it right immediately.?
