Why introversion should be on your DEI agenda

The Chief Diversity Officer (CDO) of one of the biggest companies in the world recently published their annual diversity report and proudly shared it via a LinkedIn post.

I felt compelled to comment on it.

Even though sections of the report are entitled 'Intersectional' the ONLY demographics in this report - and therefore DEI target areas for this company - are race/ ethnicity and gender.

There is no other data beyond those two identity groupings (and all the data on gender is split into 'men' and 'women', which is, in itself, a whole other newsletter topic).

Let me repeat that this company is one of the global juggernauts.

Having done work with them in the past, I know that there are efforts made to support diversity and inclusion internally...but also that there's a lot more that could be done.

In my comment I asked the CDO whether this company has any plans to do more around intersectional identities beyond race and gender.

I received no reply.

To me, silence is also an answer.

Unfortunately, this company isn't an anomaly.

Diversity, Equity and Inclusion (DEI) within organisations still has a long way to go.

We only need to look at the stats regarding the identities of those who typically lead DEI departments to see that leadership is often overwhelmingly homogenous, just as it is across all business areas.

Where Employee Resource Groups (ERGs) are provided they're often limited to a small number of identity groups, and often unfunded.

So, in a world where major companies focus their DEI targets solely on race and gender, what hope do we have for other intersectional identities to be considered?

Currently, very little.

Which is exactly why we need to be talking about it.

The importance of acknowledging Intersectional Identities

Having an intersectional identity means that you are not just one thing, but a combination of different things.

I, for example, am white but also female, from a poor background, have mental health issues and arguably could be classed as neurodiverse (more on this later).

Certain demographics automatically have more power/ privilege.

Others, with one, or more, less-privileged identities face greater challenges.

For example, if you are a Black, LGBTQIA+ female in the workplace then it is likely you are having to navigate multiple disadvantages and challenges.

(If you haven't already read the This is Me edition which goes into more detail on this, and contains Sylvia Duckworth’s Wheel of Privilege, you can check it out here.)

Understanding intersectional identities helps us see that people can face different challenges and helps us to make sure workplaces are truly equitable and inclusive.

Our workplaces become better when we embrace and appreciate all the different facets that make up each person's unique intersectional identity because it creates true psychological safety, and facilitates belonging, as well as driving creativity and innovation.

Research by Gallup, McKinsey and Accenture all confirms the importance of a workplace culture of belonging for employee engagement, well-being and retention.

Without belonging, employees are unlikely to feel safe and often feel forced to pretend to be someone they are not; this takes a toll on their mental, and physical, health - and therefore performance, productivity and retention.

If 'intersectionality' only looks at gender and race then it, in my opinion, is meaningless.

Introversion as an Intersectional Identity

At least 50% of employees in any organisation will be introverts.

That's a minimum of half the workforce.

Yet only a very small number of companies consider introversion as part of their intersectional identities, or include introversion in their DEI agenda.

Workplaces are also heavily biased in favour of extroverts.

Everything from the over-stimulation of open plan offices, to the inhibiting structure of meetings and trainings, to affinity bias in performance reviews and hiring, to the damaging culture of social lunches and after-work drinks disadvantage and challenge introverted employees.

Introverted talent is often overlooked, under-appreciated and having to operate under less-than-optimal conditions.

The playing field isn't level.

Introverts are often feel forced to fake extroversion to succeed; to admit being introverted risks negative judgement and being passed over for promotional opportunities (even though, statistically, introverted leaders tend to outperform their extroverted counterparts).

This comes at a cost.

It's no coincidence introverts are statistically more likely to experience anxiety and depression; constantly being forced to pretend to be someone you're not is exhausting.

Health issues and burnout are also likely consequences.

Not meeting the needs of half the workforce should be sufficient reason in itself to factor introversion into DEI agendas - both equity and inclusion are lacking for introverts in almost every workplace - but research has also indicated that introversion is also a form of neurodiversity.

The brains of introverts are literally different to those of extroverts, and we have differing needs.

Needs that are not met by current workplace systems and environments.

Incorporating introverted individuals into teams can enhance cognitive diversity and foster innovation, as introverts process information differently and are skilled at problem-solving.

They also tend to be highly creative and innovative.

However, forcing an introvert to attend a meeting to generate creative ideas isn't the best way to enable them to be creative; giving them space and time to go for a walk, or sit in quiet contemplation, would generate better results.

Introverts typically thrive in independent work settings and can be highly self-motivated.

By recognising, and accommodating, these preferences, businesses can provide an inclusive work environment that caters to the needs of introverted individuals, allowing them to perform at their best.

And by actively including introverted individuals in the workforce and fostering an environment that appreciates their strengths, businesses can attract and retain a broader range of talented individuals.

This can contribute to a diverse and dynamic workforce, enhancing the organisation's ability to adapt to challenges and drive success.

Embracing introversion as part of DEI efforts demonstrates a commitment to creating an inclusive workplace where individuals of diverse personality types can feel comfortable and valued.

This can positively impact employee well-being, job satisfaction, and overall mental health.

I help DEI professionals, and those making hiring decisions, to create greater workplace intersectional equity and inclusion through factoring introversion into DEI agendas.

?? DM me if you'd like to find out more.

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About Me

I help introverts develop authentic confidence, through coaching, training and digital products, so that they can thrive without having to change who they are, and companies through training, coaching and consultancy, to address the workplace bias towards extroversion.

Through developing my own authentic confidence I have been able to build a life on my terms, working part-time for full-time income, travel solo around the world, work with companies like Google and speak, with confidence, to entire auditoriums. I've already helped thousands of individuals, across 169 countries globally, to develop confidence and communication skills, as well as manage Imposter Syndrome and limiting beliefs. Helping others feel enough is my passion.

If you are an introvert looking to feel more confident, set boundaries to help you balance your time and be able to understand, and communicate, your value to others; a leader looking to better support your introverted talent;?or a company committed to achieving intersectional equity and inclusion, DM me or?visit my website, to find out more about how I can help you.

Alternatively, you can?subscribe to my email list?for additional updates and inspiration; I periodically send out free tools and resources to my email subscribers to help with their transformation. Sign up?here.an