In this week’s installment in their series looking at current challenging topics within the workplace, Maria and Michelle revisit the ever crucial subject of Diversity, Equity, and Inclusion (DEI). The absolutely critical nature of this topic is evident through the fact that it arises in so many episodes of the REL Talk podcast, and, with the employee’s job market out there these days, its importance has become even more magnified. Organizations that do not effectively address it do so at their own peril, and today our hosts offer their perspective and advice to help ensure that doesn’t happen.
They begin by reviewing some of Nikki Lerner’s insights from a previous episode, as well as some of Emmanuel Acho’s work, before examining the challenges that companies are currently experiencing in the DEI space. They then explore the nature and need for uncomfortable conversations, the importance of educating ourselves, the ‘ladder of inference’, and white privilege. How to get help for your organization, including providing employees with the tools for success and ensuring top down leadership in commitment, are also discussed, and the episode closes with our hosts outlining some of the ways that professionals from REL Talent can help your organization. As noted in this episode, “DEI is the future of business if you want to be successful” – listen in today to learn how to continue moving forward toward achieving that success.
The Finer Details of This Episode:
Quotes:
“We're not even all speaking the same language. We're not on the same page right now. And we don't see everything from the same perspective.”
“White history is mandatory for all races.”
“We had a belief that we could elevate ourselves faster if we removed ourselves, or separated ourselves, from people of color.”
“You do have to be comfortable with being uncomfortable.”
“I want us to get to a point where humans are treated like humans because of what makes them special, and we don't have to have Diversity, Equity Inclusion Officers, because it's done automatically.”
“Until you start to peel back all of those layers, and all of those biases, and all of those stories that you've been told your whole life, you're not going to change the way you approach people.”
“Organizations are challenged with putting things in places, but I also feel like it could be that they're putting in their own biases and stereotypes.”
“You need to spend a day in a life or have your white kids go to an underprivileged school to figure out what the hell that means.”
“You've got to start bringing someone in who is prepared to have uncomfortable conversations, who's prepared to challenge folks when they say the wrong thing.”
“When you give an order, it doesn't matter if your intent is good. It matters how your employee received it.”
“A lot of organizations decided to hire a Chief Diversity, Equity and Inclusion Officer, because I think they found that that was a critical component.”
“I think understanding and identifying what your biases are, so you can look past those, are also the most critical component…if I had to give some feedback for individuals listening, that's what you need to do. First.”
Show Links:
REL Talent: HR Consulting
Diversity, Equity, and Inclusion: Laying the Foundation with Culture Coach, Nikki Lerner
Emmanuel Acho’s ‘Uncomfortable Conversations With A Black Man’
