Integrated & Embedded EDI

This Diversity Motherboard Byte is an excerpt from our full Q&A, available at thechicgeek.ca/jake-qa

“We are all worse off for a non-inclusive world, so, we have to create ways that the dominant narrative (male, caucasian, heterosexual, etc.) see themselves in the conversations beyond the role of villain” — Jake Stika, Next Gen Men.

Jake Stika, the Executive Director of Next Gen Men, is a passionate speaker and facilitator focused on gender-based issues related to the social and emotional development of young men, the health and well-being of men in communities, and gender equity in workplaces. He has worked with male-identified leaders from top tech organizations such as Benevity, Avanti, and Clio to promote diversity, equity, and inclusion in workplaces. Stika believes that EDI should be integrated and embedded in everything that organizations do to create an inclusive culture that values people’s perspectives and empowers them. In his opinion, the greatest reward of doing EDI work is empowering people to feel seen, heard, and valued.

JAKE’S ADVICE ON CRAFTING AN EDI POLICY?

Q: How do you keep your team engaged in the process?

A: By making sure it’s integrated and embedded in what we do rather than another thing apart from/on top of. As well as making sure they’re recognized for it.

Q: How do you ensure trust and transparency?

A: Communication. If you failed at something, say it. If you can’t do something, say why. If you hurt someone, apologize. If you’re struggling with something, name it.

Q: What do you wish people knew about the importance of creating diverse teams, and protecting each other’s diverse perspectives?

A: I think that diversity gets in the way of inclusion. What I mean by that is that I think it’s more important to have an inclusive culture rather than a diverse workplace because if you have representation, but those people don’t feel empowered or like they belong, they’re just going to leave. But if you have an inclusive culture that does not yet have representation, with a little effort, I think you’ll see word of mouth bring that diverse talent in.

Q: We know that statistically, DEI work improves not only company culture, retention, reputation and work performance as a whole, it also improves bottom line profitability. What’s the most important part about getting varied perspectives, voices, genders, races… etc. into tech organizations as well as startups and fostering those teams??

A: I have another favourite quote on this: “When you get these jobs that you have been so brilliantly trained for, just remember that your real job is that if you are free, you need to free somebody else. If you have some power, then your job is to empower somebody else.” – Toni Morrison.?

I love this quote, but we don’t need to overthink what ‘freeing’ someone else means. Shut up and listen to them. Believe them when they tell you they experience something that way. Invite them to contribute and build on their ideas.

Read the whole conversation with Jake at thechicgeek.ca/jake-qa

Chic Geek’s Diversity Motherboard is here to help you put Diversity, Equity, Inclusion and Belonging to practice in your organization! Chic Geek exists to build gender diversity in technology, a sector that’s shaping the world we live in. Our mission is to engage, retain and support intermediate women so they can thrive in their technology careers. Welcome to Chic Geek, your space to thrive!?