Diversity, Equity and Inclusion: The seed that rewards professionally and personally.

Attending a half day online session on “An Introduction to Working with Diversity, Equity, and Inclusion (DEI) "as a coach and consultant who champions women and youth leadership development was an insightful and enriching experience. While my focus has at most been on empowering individuals, this workshop brought new thinking to the significance of creating a space that celebrates wholeness of teams and organizations. As leader and change agent, I find that addressing the uncomfortable aspects of our identities and backgrounds is way to foster growth and inclusivity.

The Power of Diverse Perspectives

The session emphasized the importance of empathy and courageous conversations. The most amazing thing was the introductions, which is a great setup to unravel DEI Participants shared the significance of names, cultural backgrounds, the influence of realities, and their racial identities, locations, and personal stories that highlighted much richer insights of each individual. In my case, I shared my name, Glenda, with a Welsh history, meaning clean, pure, and good. And I resonate with that in my characteristics and drive for excellence-not to be mistaken for perfection. But why this name? It was given to me by one of my parents’ Spanish employers, in the heat of apartheid South Africa, and it gave access to my schooling in a Catholic school when names for baptism would matter of Anglo-Saxon persuasion.

However, I also mentioned my African name, which I divorced at some point in my life because of its meaning in the Shona language- the troubling or troubled one. Yet, the reasoning behind my being named Tambudzai, was that my mother heard melody while carrying me and it soothed and tickled her heart- she loved the name and had no idea of its meaning. Sharing my story, as the other participants, underscored the need to move beyond simply tolerating differences to actively embracing them, and how these begin to be interwoven into our daily lives, working and social aspects. And, immediately, I could envision the moment in which a diverse team brings a wealth of perspectives to the table, leading to more creative solutions and impactful leadership, and even shifts.

As a Black woman, I understand first-hand the challenges associated with navigating spaces that may not always be welcoming. The session discussions on microaggressions and systemic bias resonated deeply with me. In other words, the perceptions or assumptions can be useful if downloaded, and there is no right or wrong. Imagine a workplace where differences are celebrated, not feared. A place where open communication allows us to navigate challenges with empathy and understanding. That's the power of Diversity, Equity, and Inclusion (DEI) in action.

I vividly remember a time when I wore my natural hair to work. A white colleague, someone I reported to, confided in me that it made her feel anxious. She likened it to the strong image of Angela Davis, a powerful Black feminist. Her comment felt like a microaggression. My hair was not a weapon, it was part of my identity. I felt misunderstood and frustrated.

Looking back, I wish we had access to DEI training then. It could have equipped us with the language to navigate this situation respectfully. She could have learned about the cultural significance of Black hairstyles, and I could have expressed my right to self-expression.

This isn't just a personal anecdote. Microaggressions like this happen all the time, in workplaces and even schools. DEI training empowers us to address them head-on, fostering a culture of empathy and dignity.

I have personally witnessed the transformation that happens when we approach challenges of race, age, and ability with empathy, respect, and curiosity. It unlocks a sense of wholeness within teams, where everyone feels comfortable expressing their unique perspectives. This leads to a beautiful exchange of ideas, fostering innovation and growth. Witnessing this transformation firsthand has fueled my passion for developing coaching programs and partnering with organizations that prioritize equity and inclusion. It may seem like a long short, but it is so work it, and carries a level of confidence necessary when dealing with diversity.

Witnessing the vulnerability and courage in the recent session was truly inspiring. It reminded me that even facing uncomfortable truths, especially regarding racism or cultural blind spots, is vital for growth. By addressing these issues head-on, we create fertile ground for personal and team development. While lifelong friendships may not always form, we can cultivate a powerful shared understanding that fuels effective collaboration.

Imagine a team where everyone feels safe expressing their unique talents and perspectives – that's the power of a truly inclusive environment, and the path to achieving our shared goals together.

Even with sweaty palms, I found myself leaning in, eager to learn. After all, my goal is for every leader I coach and the teams I work with to feel truly seen, heard, and valued – even in those high-pressure moments. That's where empathy and respect come in, the bedrock of a strong DEI foundation.

Building a safe and inclusive learning space is a cornerstone of effective DEI implementation. Sam and Zed, our facilitators, are highly skilled in creating this environment. They understood the importance of open and honest dialogue, while also recognizing the need for empathy when navigating potentially sensitive topics. This was achieved by establishing clear ground rules that promote respectful communication and psychological safety for all participants. I realised that by acknowledging discomfort and using it as a springboard for learning, we can foster the development of courageous, vulnerable, and authentic leaders who are comfortable engaging in diverse perspectives.

Beyond the moral imperative, DEI is good for business. “Leaders must acknowledge that increasing demographic diversity does not, by itself, increase effectiveness; what matters is how an organization harnesses diversity, and whether it’s willing to reshape its power structure.” Workplace diversity benefits businesses by allowing them to better respond to challenges and attract top talent, according to a McKinsey & Company report (2022). Diversity, Equity, and Inclusion (DEI) practices ensure companies consider the needs of a wider range of employees and customers. But the key ingredient is Diversity, Equity, and Inclusion investment for yourself or the organization, that is the seed, that can be a reward to any business- but this has to be more intentional than a tick box exercise.

My last but not final word is that the session equipped me with the tools and knowledge to integrate DEI principles into my coaching practice and use these in my facilitation with teams and organizations I work with now and in the future.

I am personally committed to continuous learning and expanding my cultural competency. I am eager to keep growing alongside all of you as we embark on the next session. There are 10 sessions facilitated by Zed and Sam. I am particularly excited about the next modules focusing on power dynamics, navigating ranks, and facilitating courageous conversations. These are crucial aspects of creating a truly inclusive environment where everyone feels empowered to contribute respectfully.

As a DEI facilitator, I have learned that resistance can be an opportunity for exploration and growth. It allows us to challenge assumptions and open doors to new perspectives. Remember, every challenge presents an opportunity for learning and solution-finding, and solution focused therapy in the development process in our work life.