The civil rights movement was born in the 1950s. Black History Month was proposed in 1969 and first marked a year later. It is 2022 and we are still having the same conversations.
We must move DEI further this year. We must expand our understanding and empathy because dismantling structures and systems has taken, and is taking, decades… and it will definitely take more than a month.
Beyond diversity
You’re embracing diversity and that’s great… but it’s not enough.
I’m calling time out for DEI programs that stop at diversity and time in for recruiting, developing, and promoting black leaders and black talent in your company.
That’s why I’m recommending a new book: Diversity Is Not Enough by Keith R Wyche. Watch my short video about the book here.
Your DEI program needs to include equity, inclusion, belonging, and accountability. All of these are necessary along with resources and a roadmap to recruit, retain and promote black talent.
Yes, PROMOTE – it’s not enough to count the number of African-American employees you have. Are you creating opportunity? Go deeper:
- What does your leadership team look like?
- Where in your organization is the least representation?
- Who are the decision makers within your organisation?
- Have you homogenized diversity? What about intersectionality?
The business case for diversity is well established. One
of the fastest-growing jobs in the United States is the diversity and inclusion manager, according to Linkedin Research. However, it’s not an under-resourced feelgood, box-ticking exercise. If you suspect that’s how diversity is being approached in your organization you need to put the brakes on and reroute.
Direction not destination
There is no end point. You will not reach ‘diversity’ but you can forge a path, as Maya Angelou wrote: “The need for change bulldozed a road down the center of my mind.”
Advice and inspiration is great – but action is better.
Here are some tips:
STOP
❌ Lumping all ethnic groups together
❌Claiming you can’t find Black talent
❌Saying that saying “Black” is racist.
START
✅Being intentional about career paths for Black leaders
✅Supporting your Black ERG (Employee Resource Group) leaders. Don’t have one? Ask why and find other Diversity serving organizations to support (such as NSBE, AABE, BIT)
✅Making your company look like your brochures and reports
✅ Raising the Emotional Intelligence of your leaders because there’s no EQuity without EQ.