When I first started thinking about my business, The Equity Equation, I knew that the focus of the work had to go beyond marking checkboxes and counting the number of marginalized individuals within the organization. The work needed to be intentional. It had to foster change not just with individuals but through the company ecosystem.
Executives as Change Agents
One of the most critical aspects of DEI work, especially for those inside an organization, is understanding your role in attaining buy-in from leadership. This cannot just be for an event or a one-time program. Actual DEI work is integrated into all aspects of the business and goes much further than employee representation. Executives that understand the impact of DEI on the company culture, customer/client relationships, and community engagement can shift a company from good to great.
Being an Intentional Inclusionist
Dr. Nika White coined the phrase ‘intentional inclusionist’ when she wrote her book by the same title in 2017. Being an intentional inclusionist is about being strategic and committed to DEI, knowing there is a reward on the other side. It’s about leading from any place within an organization, regardless of title, and how we all own a part in driving change within our organizations. We all have a role in making our workplaces more inclusive, so that everyone feels valued, seen, heard, and connected.
In this episode, we discuss what it means to be an intentional inclusionist, how current systems can impede the process, and how to reshift the narrative to meet company-wide DEI goals. You can also find Dr. Nika’s book, Inclusion Uncomplicated: A Transformative Guide to Simplify DEI on Amazon. As an Amazon Associate, I earn a commission from qualifying purchases via the link provided.
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