The Diversity & Inclusion trap and why I’m no longer invested
Andrew Odong
Brand Strategy Leader (ex-Meta, ex-Google) | Creative Director at Nuts About | Content Creator | Community Connoisseur?????
As much as we would like to deny this fact, socially conscious and philanthropic initiatives are typically recognised by organisations once the business case has been established. For a long time now, diversity and inclusion (D&I) has fallen under this premise, being viewed simply as a social justice endeavour rather than a critical competitive advantage. However, recent studies have shown that there is a direct correlation between inclusive teams and business performance. This has been further supplemented by a host of runaway successes, particularly within the media and advertising space (Can we talk about Black Panther?!).
Naturally you may be wondering whether this article is a contradiction in terms. Here I am, a “black queer man” suggesting that I’m no longer invested in the D&I conversation. Surely, this would ultimately be to my detriment?
Here I am, a “ black queer man” suggesting that I’m no longer invested in the D&I conversation. Surely, this would ultimately be to my detriment?
At this stage in my career, I am fortunate that I have much greater influence when it comes to who I collaborate with. Naturally, I am drawn to organisations/individuals who share the same ethos and core principles. Authentic inclusion is something I hold incredibly dear and have embedded into the very fabric of my activities, ensuring that they are truly representative.
So, when I was asked “How do you convince people of the benefits of diverse teams?” at breakfast with a potential client, I simply answered, “I don’t”. Now let me tell you why…
So, when I was asked “How do you convince people of the benefits of diverse teams?” at breakfast with a potential client, I simply answered, “I don’t”.
To me, this inquisition highlights a wider problem when tackling diversity in business, where the dialogue centres on validating the existence of minority groups within the workplace. Not saying that these conversations are not required in certain contexts. But my focus now lies beyond this point; from proving value to harnessing teams for productivity and creativity.
There is nothing more frustrating than having your work boxed in as a “D&I exercise”, when it is simply an expression of your interests. Interests which may or may not be informed by the fact you belong to a particular demography. And this is not to say that we should not acknowledge the different experiences of those within our society, but we should also not fall into the trap of assigning labels to work which are not necessarily in keeping with what the creators want to convey.
Justifying my existence for commercial gain is taxing and restrains us from creating the new. If we spend our time being dragged “back to basics”, how are we going to create for the future?
This blog is therefore an assertion of the fact that I am no longer invested in legitimizing the presence of minority groups within the workplace. Justifying my existence for commercial gain is taxing and restrains us from creating the new. If we spend our time being dragged “back to basics”, how are we going to create for the future?
Written by Andrew Odong, Founder, Pesa Productions
Inclusive Community Development Consultant, College Professor, and BoardSource Consultant
6 年Andrew, I recently read a couple of your articles and want to thank you for your authenticity that makes these conversations so relevant. When you have a chance, could you critique my LinkedIn Learning course, 'Managing a Diverse Team'? I am eager to receive others perspective on how they keep it real in the workplace. I invite your followers to do the same. Thank you so much!
Award-winning TV Journalist ?? Transformative Coach - supporting women in midlife who want to rediscover their passion & purpose
6 年Hearing you loud and clear Andrew. We’re asked to find the solutions, yet the institutionalisation and biases remain to block us out. Have you seen Kolton Lee’s letter about his experience as a film-maker? Perfect example of what we’re dealing with
Distribution Director | Employee Communications | Inclusive leadership | Diversity & Inclusion speaker | Podcaster | Trainee Executive Coach
6 年Really enjoyed reading this Andrew. I’ve literally come against this is in some form at every organisation I’ve ever worked at. What I will say though is this, if we leave the burden of proof and education with organisations, will they actually make a change? I’m really doubtful, so what do we do instead, hope that people see the value of something you’ve known your whole life or take it upon yourself to influence change no matter how annoying and difficult that challenge may be? In my experience, most people will tell you that D&I is unnecessary purely because it isn’t relevant to them so surely if we don’t say something, they will choose to enjoy their ignorance?
Actor
6 年Fabulous thoughts in this article Andrew. It does come down to setting ones own agenda and where and on what one chooses to expel one’s energies. As Rob pointed out in his quote from Audre Lord we cannot be distracted from creating new and different thinking by being bogged down in the re-education of the wilfully ignorant.