Stop the Hustle!!! 4 ways to explain the “Inclusion” in Diversity and Inclusion.

As an Inclusion and Diversity Practitioner, I am often required to assist leaders in developing an understanding of inclusion and diversity. As I start to think of how I will deliver this message there are a few key things that come to mind. (1) the analogy; diversity is being invited to the party; inclusion is being asked to dance – Verna Myers. (2) a quote from W. E. B. Dubois: I went to Harvard; I was not of it. (3) a phrase Brene Brown stated at the latest WorkHuman Conference: “Stop Hustling for your Worth”. With these three thoughts in mind I create a delivery using the following 4 points. 

Often leaders ask, why lead with inclusion? My response it that diversity will happen by default, inclusion is where we will need to develop strategy and add more value. In explaining inclusion Step #1 Discuss Experiences: I begin my explanation with the notion that Inclusion is not just a definition but is also an experience. Inclusion is something that we all come to know differently based on our social identities. I ask leaders, when did you first learn of your social identity? The room is often silent at this point as for some this was a painful yet defining moment in life. Tip: share your own personal story of when your identity showed up. For me, I share when I learned what being an African American Woman meant in society. Overtime, I learned its implications which were more likely expressed than articulated to me. 

Step #2 Get to the WHY: It’s important that people understand why inclusion is a necessity. The why starts before any of us were born. It starts with how society was build. The rights people were given and the rights people were not given in society, our civil rights. I go through a journey of privilege and opportunity and what it meant for those that were disadvantaged by those privileges for example; people of color, women, and people of diverse abilities (to name a few). Next, we discuss prior efforts such as Affirmative Action and Multiculturalism and why they weren’t effective. Then I speak to real systematic changes that can occur when we intentionally implement Inclusion and Diversity in workspaces.

Step #3 Explain Differences in Lenses: Next, it’s important to realize there are different lenses people use to understand the world around them which starts with experiences and social identity. I challenge leaders to step outside of their own lens and realize people don’t see the world the same. What feels comfortable to you, may feel uncomfortable to someone else and they may feel as though they don’t belong. This feeling may not be communicated as they haven’t been given the permission or language to do so in the given space. Just because it doesn’t exist in your experience doesn’t mean it doesn’t exist in reality. Quote: “We Don’t See Things as They Are, We See Them as We Are” - Ana?s Nin Tip: have leaders consider the differences, similarities, and blind stops that exist among their team members. Ask them, how can you learn more? How can you leverage that information to increase inclusion?

Step #4. Inform that an Inclusive Mindset is a Journey. Don’t hustle to get people to see the value of inclusion right away. Inclusion is often seen as something that has a quick fix. But it is actually a mindset that occurs overtime. Growing an inclusive mindset involves (1)learning your biases, (2) increasing your experiences with people of different backgrounds, (3) evaluating your systems and processes for inclusiveness, and (4) increasing your comfort levels to have conversations around inclusion. There’s no guide that says do these things and you will be inclusive. Or, there’s not a point where anyone can say they are 100% inclusive. We all have biases which can be mitigated; however, bias cannot be completely eliminated. Inclusive leadership is an individual process that must be committed to authentically.

Inclusivity in work environments and systems is a self-leadership strategy that is imperative for companies to reap the benefits of diversity. If leaders fail to implement inclusion, companies will fail to see the ROI on diverse talent.

Dr. Kimbrel has been in adult education and organizational development for over 12 years. To chat further or to schedule speaking engagements please inbox here or e-mail at [email protected]. Like, Comment and Share!!!! Let's keep the conversation going!