The external environment has become very divisive, where different views and ideas have, in many parts of the world, been used to drive a wedge between different communities of people. Instead of respecting someone’s ideals, there are those who choose to judge, ridicule, and belittle. We have almost become complacent with what is happening around us, feeling at times helpless and sadly hopeless.
But I believe that when we come together across the “great divide” and leverage the different ideas and viewpoints of others to help to drive change.
We have made some progress in diversity, equity and inclusion over the years, but we have many more opportunities for change, where we look at those processes, policies, practices and unspoken and spoken norms which get in the way of us making true impactful change that will last forever.
Through all of the challenges of this past few years, we know that the impact diversity, equity and inclusion will have within our organization will continue to grow.
We have seen changes in how and where we “work” and with these changes, we will need to understand the nuances of hybrid working and the impact it has on diversity, equity and inclusion. Leaders and people managers need to learn to lead in a much more dynamic work environment with more engaged and empowered employees. Investors, shareholders, employees are demanding more from companies in the way of social/people responsibility.
The importance of equity is having an impact on the organization. The work we are doing now in the area of equity is causing disruption for some. Those that have always enjoyed opportunities and privilege that many have not, are questioning why the acts of equity need to happen in our workplaces. Maintaining courage of our convictions is important to ensure a strong future of true equality.
I believe if we work together we can meet these challenges. We must be prepared to capitalize on the opportunities that lie ahead of us. We must all feel empowered to make an impact and create the work environment that we want to see.
I had just completed speaking at a conference and was walking off the stage. A small break in the conference followed my talk and I walked into a small group of attendees waiting to ask a few more questions. A young woman broke from the group and asked if she could talk with me briefly. I knew from the look on her face that it was not going to be a brief encounter. She had a look on her face that could only be described as desperation, as if I was her last line of hope. I listened empathetically as she spoke. She introduced herself and quietly asked her question. “Thank you for your talk Ms. Warren. You’ve been able to work with leaders to drive change within your organization but I find myself in a situation where I want to do more, but I don’t have the abilities that you do and I’m and empowered employees. Investors, shareholders, employees not at the level that you are to be able to drive change. What can I do?”
It’s a statement that I have heard frequently throughout my career as a diversity and inclusion leader. It’s not uncommon for individuals to feel powerless in the wake of trying to make a difference. They might feel encumbered by an out-of-touch manager, or uninspired by the company’s leaders or worse yet, the environment in which they work is one that does not empower its employees. Together these factors cause a barrier which can be challenging for employees as it pertains to diversity and inclusion, but it is not something that cannot be overcome.
However, as difficult as it may appear to be at times, everyone must play a role in creating a diverse and inclusive work environment in any organization. It doesn’t make a difference whether you work in a small company, a large company, a for-profit, a nonprofit, a government agency, a private or a public company. If all employees don’t feel that they have a role to play in creating the culture they would like to see where they work, any type of change that needs to happen will not take place.
