Clarify the Connection between Leadership and Diversity, Equity & Inclusion
Despite the summer heat, the news in our country remains a hot topic that highlights the importance of good leadership in various settings such as workplaces, schools, and communities. Unfortunately, (from my lens) some leaders are doubting the value of cultural elements that promote a sense of belonging. The coaching and training I provide are primarily focused on Leadership and DEI. These two subjects are intertwined, and I feel that it's important to shed some light on their connection. Many current news stories and events are concerning to me not just for business purposes, but for the good of our society, as well. I have some non-political and relevant examples to share, so I hope you'll keep reading.
To begin, let's explore some of the various dimensions of diversity which include generational, religious, physical disabilities, socio-economic status, citizenship, neurodiversity, sexual orientation, age, and of course, race and gender. It's important to recognize that diversity encompasses much more than just race and gender, which are often the first elements of the diversity that come to mind.
Please take a moment to reflect on your workplace. Do you observe that everyone looks alike or are there visible differences? During meetings, do you notice that everyone has the same background and similar thoughts, or are there individuals who are willing to challenge the popular opinion and bring new perspectives? As a leader, it is important to recognize these differences and take measures to encourage diversity in appearance, ideas, ideals, and experience within our organizations.
It seems that the current trend is to avoid using the word "Diversity" in conversations. However, I believe that we should continue to use this word, as it is not a negative term. Our goal is to achieve a sense of inclusion and belonging, which can be inspired by diversity. This will create a work environment where people feel valued and where their ideas and experiences are recognized. I particularly appreciate a quote from Audre Lord that states, "It is not our differences that divide us. It is our inability to recognize, accept and celebrate those differences." I also recommend reading an article about diversity in generations, which you can find:
Click here
These three stories below exemplify the need for bold leadership.
Story #1: Northwestern University Hazing Allegations
According to reports, young men have expressed feeling compelled to engage in specific activities to fit in and be accepted by their peers.
In essence then, the culture is broken. Click here to learn more:
Here’s my first leadership point: How did Pat Fitzgerald, head football coach, not know that these incidents were happening?
Lesson: When I was starting my corporate career, I learned from Tom Peters, author of In Search of Excellence, about the importance of MBWA: management by wandering around. This means leaving our desk, cubicle, or office to observe and listen to people. If you work remotely, you can still travel to meet with your group in person for a meeting or lunch. This allows you to better understand people's mindsets, challenges, fears, and hopes.
Action Question: This is a rhetorical question and if you feel so inclined, I’d love to hear new action or previous actions that have worked and what you’ll keep doing or …What will you do to know what is happening in your organization? Leadership starts at the top.
Story #2 Women’s World Cup and the US Women’s Equal Pay
This promises to be an exciting sporting event (and you know I am a big sports fan).
The bravery of the US team led by Megan Rapinoe, persisted to seek equal pay. This is all about equity, a critical element of DEI. Last year the court finally ruled that the women and men would get equal pay. (Well, all is still not quite equal but we celebrate significant progress).
Did you know that in the business world, women receive only 77 to 88 cents (depending on the sources you read) for every dollar earned by men? This pay gap is even greater for women of color and members of the LGBTQ+ community.
Lesson: All genders and people deserve to earn equal compensation. In the book Today Mattersby John Maxwell, he reminds us that: today's growth guides us to tomorrow’s potential. He points out, "the greatest of all insights is that we cannot be tomorrow what we do not do today." Pause and read that again. The greatest of all insights is that we cannot be tomorrow what we do not dotoday.
Action Question: List three things that you and your team should be doing today to be better equity tomorrow?
Story #3: Affirmative Action is no longer legal in colleges
If you're not familiar with the recent news, the Supreme Court has ruled that colleges can no longer use race or gender as a factor when considering admission. This is concerning for several reasons, including how it could impact progress made in the business world toward diversity.
When I listed the various dimensions of diversity earlier, I hoped that it would prompt you to appreciate the beauty in our differences. There is a wealth of data proving that companies not only become more profitable when they prioritize and practice diversity, but they also experience improved morale and collaboration due to the variety of perspectives and experiences. Furthermore, younger generations entering the workforce expect to work and learn from individuals who are different from themselves.
Lesson: A very important leadership trait required in all of leadership including DEI, is to be boldand courageous. Brave enough to recognize existing biases and willingness to remove the blindspots to affect behavior change.
Please Click here to read an informative yet brief article:
Action Question: What are two-three things you are willing to initiate in your recruiting and development processes ? Examples:
contacting different associations about openings and expanding outreach to different communities and schools),
inviting new people to a meeting that might not have been previously invited to attend,
appreciating that although a candidate may not have attended the ivy league school you tend to favor, you interview them anyway and ask the same kinds of questions equally, fairly evaluating their success potential,
Consider existing employees you may not have previously considered for professional development.
It’s time to be the one to change we want to see.
As the leader, you have control over the thermostat. You can make your environment a little warmer and more caring and set an example for others to follow. Do you agree that creating a culture of diversity, equity, and inclusion starts with the leader within you?
