Where Does The Work Of Diversity And Inclusion Start?

Here are a few ways to set the stage, invest in potential and create the next rock star

The work of diversity and inclusion doesn’t begin and end with listening. The work begins when you start taking action and you have skin in the game. 

I met with a friend I like and respect for coffee. Once we moved past the typical small talk and business conversations, we moved on to discussing politics, much of which we agreed on. When the subject turned to schools and education, we both lamented the state of funding in education, but when I said I wished all schools had access to the type of fundraisers she’d mentioned her child’s school had she put up her hand and said: “my politics stop at my child.” I was stunned. This is the kind of statement that leads me to think my friend is ok with discussing and getting involved with politics on a variety of levels as long the outcomes of the decisions about those things had no negative impact on her. The moment it impacted her; she was ready for a full stop.
 

In that moment it became clear to me that she didn’t understand where the work began.

This is precisely where I find people have the biggest misconceptions about the work of diversity and inclusion (D&I). Many well-meaning people think they can watch a TedTalk, show up to a seminar, or read a book and that’s the work. For people who benefit from the structures of privilege and power, these kinds of theoretical intellectual exercises are easy and cause no discomfort. 

Here’s a wake-up call: If your diversity work doesn’t make you uncomfortable, you’re not doing it right. Don’t stop when you start to sweat and you can feel your heart rate increase. That’s exactly when the work begins – keep going.

In the business world, the work of D&I happens in hiring, promoting, mentoring, sponsorships, and company culture. Everyone wants to sponsor and support the rock star, but can you create a rock star? Jim Carrey is well known as a funny man, but he’s talked openly about the fact that no one would take a chance on him until Keenan Ivory Wayans bet on him. Behind every rock star is a mentor or teacher – someone who saw something special and helped to turn that rock into the shining star everyone wants to attach to.

Research indicates that men are often judged on their potential, while women (and people of color) are judged based on what they’ve already done. In other words, leaders, most of whom are men are often willing to take a chance on another man, and less likely to see that same potential in someone they view as not like them or vouched for by someone in their own network. This is hurting all of us. Women constantly have to prove themselves.

As businesses, the biggest risk we have is not leveraging the full potential of our most rich asset—our employees. If you’re serious about building a more effective team, or increasing the diversity in your leadership ranks, it’s time to take a chance on the potential and experiences of more diverse people. Here are a few ways to set the stage, invest in potential and create the next rock star.

Most companies do some sort of talent planning, where people are developed and groomed to move to the next level of their careers. It’s in this planning phase where you’re making decisions about who has potential, and who your company should invest in. This is also the time that you should ask yourself which groups of employees are underrepresented and insist that they be included.

Here’s the fine print: Mentoring, hiring, and sponsoring work best when you’re truly investing in the person being successful and not just checking a box. I’ve heard too many stories about women and people of color being submitted for hire or mentoring while male hiring managers say, “we tried hiring a woman before and it didn’t work out.” Quite frankly, that mindset is likely why they didn’t make it. As managers, you have to be truly invested in someone’s success as if it were your own and take ownership of the role your played in the breakdown for those individuals. 

While you’re asking yourself who’s missing from your leadership candidate options, ask yourself who’s missing from your application pools and why. Once you figure out who’s missing, go engage with those communities – not to take their resources but to find out what you’re not doing. What you can change? What is it about your brand that is not attracting diverse candidates?

In the past, I worked with a company that conducted an employee survey, but the CEO wanted to go deeper to understand why people of color were less engaged than their caucasian peers. Someone suggested resending the survey to everyone, but the right answer was to engage specifically with those employees so we could hear and respond to their unique feedback. You can’t be afraid to ask the hard questions and ask them of specific groups.

If you’re not sure how you’re showing up for underrepresented employees, go ask them. It might take time to get the answers you need to improve. Practice The Five Why’s and know that some of the feedback you hear won’t resonate with your experiences but that doesn’t make it any less important to respond to. 

When you first start a workout routine, it can be hard to distinguish between when you’re going too hard and you’ve hurt yourself, and when you’re sore because you’re developing new strength. This is exactly why it’s helpful to have a trainer to correct your form. It’s the same when you get serious about the work of diversity and inclusion in your business. 

You might think you’re doing all the right things, but inevitably, there will be moments when you need correction. Try not to retreat or get offended. Instead, do the internal work, take the correction on your form, and do the work even better going forward. When you take offense, that usually means you’re not doing the work for the right reasons.

If you truly want to be a better leader, have a better team, and get better results, you have to get out of your own way. Return to your “why,” set your ego aside, take the correction, and do what it takes.

I was at an event and a panel member mentioned being uncomfortable with the word “woke” because “we’re all experiencing this awakening together.” It’s a nice sentiment that makes everyone feel good. But it isn’t a true statement. Some of us have been “woke” a long time. I’m not interested in making people feel good; I’m interested in making a difference, and we can’t do that without the radical honesty is takes to make change. 

Where I get excited is when I see people experience the discomfort – it means they’re on the precipice of learning and changing and are starting to do the work. I hope you’ll stay with it long enough to learn a new skill, push yourself, and show up in a new way. 

Amelia Ransom is Senior Director of Engagement and Diversity at Avalara. Visit www.avalara.com Follow @ameliajransom