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Managing Hiring and Layoffs? Use an Equity Lens
Many businesses and organizations are announcing furloughs and layoffs as a result of the economic upheavals caused by the pandemic. As America faces a profound time of racial reckoning while in the midst of a pandemic, now is precisely the right time to focus our Equity Lens intently on hiring and firing practices. It’s no time for excuses. I’ve heard many say: “Given the pandemic, we don’t have time to look into hiring practices.” That’s just using a laziness lens. As Diana Noriega, Assistant Executive Director of Anti-Racism and Equity at Good Shepherd Services stated on my recent radio show: “Crisis accelerates the process of the work. People get comfortable…
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Strategies for Leaders to Use an Inclusion Lens in Crisis Management
It is imperative during this global crisis that we work TOGETHER to move forward. In these unprecedented times, as leaders are in crisis management mode, making urgent decisions that have significant impact on employees and those they serve, it’s essential to ensure that everyone is included in plans to rise above this pandemic. Working together means using an Equity & Inclusion Lens as we make decisions, plan programs, and develop services to live our lives amidst the hidden threats of an unseen virus. I’ll be sharing proven and helpful tactics for using an Inclusion Lens in my upcoming webinar, “Strategies to Use an Inclusion Lens in Crisis Management,”…
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Inclusion INTENTIONS Aren’t Enough: Follow Up with Real ACTIONS
When it comes to creating inclusive environments for everyone – places where each and every person, regardless of race, sex, gender identity, age, sexuality or type of position, feels comfortable, respected and valued – each of us has personal intentions on how we’d like to get there. Problem is, intentions aren’t enough. We must do the work. Perhaps at no other point in time has this been more crucial. The Journey to Inclusive Environments is a LONG Haul And I don’t have to tell you: it can be hard work. Undoing centuries of white, male, heterosexual, and cisgender privilege can’t be done in one or a few work sessions.…
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Diversity & Inclusion Training: A Long Road Filled with Obstacles
You’ve often heard me say that when it comes to diversity, equity & inclusion, I’m in it for the long haul. It’s so true a statement that I wrote a book with that very same title. Why? Because it’s a goal that cannot be accomplished during one employee training session. Diversity, equity & inclusion training can be tough work. But it’s urgently needed – now more than ever before, as our world faces unprecedented times. It’s vital for organizational success and for future generations. We need to press on with our efforts – and be aware of (and avoid) the potholes and roadblocks along our way. “We…
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Making the Case for Diversity, Equity & Inclusion
As change agents, sometimes we become so focused on implementing DEI practices in organizations, that we may neglect to highlight the positive benefits inclusion offers. And there are many! Before and during diversity, equity and inclusion training, making note of the positive benefits linking diversity and positive organizational performance can be a decisive incentive for folks to keep on going when the going gets tough! We all know our jobs as change agents aren’t easy. But when presented with research linking diversity with profitability and other proven benefits, it can be the impetus an organization needs to make a firm commitment to infuse DEI at every level. “Inclusion is…
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5 Easy Tips & Tools for Facilitators
As a facilitator training on issues of diversity, equity and inclusion, you’ve got a lot on your plate. I know! Your goal is to effectively design and facilitate workshops to deepen the capacity of participants to: Recognize the full breadth of differences at the organization. Identify the dynamics of inclusion and exclusion in all their areas of responsibility. Understand how the dynamics of privilege and marginalization impact folks in their daily lives. Address exclusionary behaviors and microaggressions effectively. Use an Inclusion Lens to design and revise programs, policies, systems and procedures that aim to serve all. That’s a big responsibility! To help you make your next DEI workshop…
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Design & Facilitation 101: Exploring White Privilege
Did you ever notice how those in privileged groups tend to focus on their ‘good intent’ rather than on the negative impact of their behavior when interacting with members of marginalized groups? Very often, in our privileged identities we tend to focus on how much progress we’ve made – rather than how much more still needs to be done! I’m not saying it’s a bad thing to acknowledge the good work that has already been accomplished – not at all. However, if we focus solely on past achievements, we overlook the daily indignities those in marginalized groups continue to face. Effective design and facilitation involves learning how to engage others…
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Renew the Spark: Ignite Change at Your Organization
“But It’s Always Been Done This Way…” Mandates outline policies for diversity, equity and inclusion in many organizations, but too many leaders are less than enthusiastic about implementing any meaningful plans. There’s a general feeling of: “Y’all go over there and just do it, but don’t get us involved.” Can you relate? You develop a plan to implement inclusion for all employees and you’re excited about the opportunity. Then you hit the brick wall. The brick wall with the sign posted: “We’ve Always Done It This Way.” I bet you’ve run smack into that wall many times, right? But there are detours around that wall, and with some committed…
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Answers to 3 of Your Most Popular Questions on Equity, Diversity & Inclusion Training
Discussions on equity, diversity, and inclusion can be lively, emotional – and sometimes challenging. Sessions can give rise to a multitude of varying questions and difficult situations. In our Q&A sessions, I am often asked the same questions regarding situations that generate a feeling of unease and hesitancy during workshops. By being prepared, we can better assist our workshop participants. During these challenging situations, stand strong. Don’t judge. Be empathetic. In the words of Dr. Martin Luther King, Jr., “The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy.” When a…
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Bosses and Staff Together At Inclusion Sessions: Yes or No?
For many employees, honest discussion on many topics is inhibited when supervisors and bosses are present. Discussing discrimination and exclusion in the workplace can prove even more challenging when bosses – who have the power to hire and fire – are themselves the ones needing the most training on inclusion practices. So what’s the correct way to hold sessions? Include supervisors and not have full employee input? Or leave the bosses out even though you recognize they’re in need of discrimination and exclusion training as well? I prefer to include supervision and staff together. Here’s why. Differing Opinions on the Same Organizational Goal In a particular organization I worked with,…
