When I began naming my company, I thought about my conversation with my cousin, Lolita Chandler, on the current state of diversity, equity, and inclusion. (You can check out one of our conversations here). In that discussion, we shared the sentiment that companies were fine in understanding ‘diversity’ and were working towards ‘inclusion.’ Still, they often left out the ‘equity’ aspect of the acronym. Equity is a critical aspect of the equation that starts a forward-focused change process.
Equity is an essential aspect of DEI work, which requires providing access and removing barriers to opportunities. What were organizations really doing? Representation, or diversity, is relatively easy to check the box on progress.
- How many people of color/women/individuals with disabilities/LGBTQ+ people do you have working in your organization?
Organizations can measure inclusion/belonging through assessments, focus groups, and other qualitative measures. Quite a bit of this comes out through the 4 Stages of Psychological Safety assessments we offer our clients.
But equity – what does that look like and what are the outcomes?
In this episode, I chat with consultant Desiree Morton to discuss the importance of focusing on equity in DEI efforts, redistributing resources, and unpacking power dynamics within organizations.
Listen to this episode on your chosen podcast platform, or click here to listen now.
Looking for support for your organization’s efforts? Schedule your consultation with The Equity Equation today – https://theequityequationllc.com/dei-consultation/
Support this podcast: https://anchor.fm/deiafter5/support
This episode is sponsored by
· Anchor: The easiest way to make a podcast. https://anchor.fm/app
