Making Diversity, Equity & Inclusion a Priority

Smart leaders have always known building a diverse team is important. When you bring together a group of individuals who ‘look' different, with different backgrounds, lifestyles, beliefs, and experiences, you get synergy; and with synergy you get new ideas, more creativity, and overall better business outcomes. But, as smart leaders build diverse teams, sometimes they fail to recognize the importance of cultivating a culture of equity and inclusion.

So, what does inclusion and equity actually mean? Simply put, it is the state of being included, and being treated just and fair. Equity and inclusion are quite different from diversity, and diversity alone is not enough in business. Leaders must set the example by including everyone on their team and treating each of them equitably and fairly. It means showing respect and treating people, not only as you would like to be treated, but as they would like to be treated. It also means ensuring all colleagues have a place at ‘your table’.

We still have much to learn about this and I believe the biggest thing holding organizations back is fear and a lack of understanding about how to talk about it.

Several years ago, my previous organization made Diversity, Equity & Inclusion a priority. They shared this priority far and wide and made it crystal clear, as a company, we would intentionally and purposely seek ways to make all colleagues feel valued and included.

As the HR leader, I was tasked with leading the DE&I efforts at my facilities. If I’m being totally frank, I was a little unsure of where to start. I felt like I had always respected others regardless of the color of their skin, religious preferences, gender, sexual orientation, etc., but as I started learning, I became aware I had lots of opportunities. Think you don’t have blind spots? Yeah, I did too until I watched this video and at 0:41 when the shield is lifted, I saw something I did not expect to see, which was the moment I became aware I had a lot to learn.

Furthermore, how did I, a white, heterosexual, Christian, female lead those efforts? I recall sitting in an employee advisory meeting, which was comprised of mostly staff level colleagues, and we were discussing the need to be more transparent and open about DE&I. The team was a diverse team, and we were coming up on Black History Month. I had it on my heart to do something to recognize our employees of color and came up with the idea of “Black History Month at [our hospital].” We had many employees of color who had been with the hospital for many years and with this idea, I thought it would be inspiring to create a series of videos where our colleagues who wanted could share their ‘history’ with the facility.

Here is the thing though, I found myself questioning if I should bring it up. What held me back was fear I would hurt someone’s feelings. I mean, if I opened my mouth I would be pointing out our colleagues of color were different from me. In true Wendy Glass fashion, I did not let fear hold me back. I spoke up and asked what others thought about the idea. I remember feeling relieved when the team, particularly our colleagues of color loved the idea.

What a great learning moment this was for me! I learned those who are different from me did not expect me to know what it is like to be them. What they needed from me was to ask. To be willing to have the conversations and to be educated.

Here is the thing, black and brown people know their skin color is different from mine. Gay or transgendered people know they are different from me. People of other faiths (or no faith) know they are different from me…and they know they are different from you too!

JUST talking about Diversity, Equity & Inclusion is not enough! It is time we do more! It is time we have conversations and learn. After all, how can you possibly build a culture of DE&I if you don’t understand the feelings, views, and opinions of those who are not like you?

I’ll leave you with this, if you believe you can build a more diverse, equitable and inclusive environment without engaging people who are different from you, you will fail. Don’t be afraid to talk about your team’s difference; and by doing this, you will open an entirely new world where your differences build a greater sense of belonging. You’ll create opportunities to celebrate your differences, and I am confident you will see your business performance excel.