Diversity & Inclusion Efforts Need Reform

Employers and people alike must not only acknowledge the issues that stem from lack of representation of ethnic and racial monitories in the workplace but work to combat them. Rather than using diversity and inclusion as another way to market themselves and be more appealing, they must create more space for Black and Brown folks. Diversity and Inclusion initiatives are frequently founded on the principle of “including” more diverse perspectives — failing to address existing issues. This is not enough. We must be able to feel safe, heard, and appreciated in these spaces. We must be able to share perspective and lead without fear of scrutiny.

Growing up, and still today, there are very few people in executive and professional leadership roles that I can look up to because I simply do not see myself or my experience in them. Underrepresentation is an issue that not only impacts those currently in professional roles but those who aspire to pursue a similar path. Ultimately dissuading people from (1) remaining in their roles and/or (2) from aspiring to pursue said role leading to the continuous cycle (which I’ll get into in a future article).

In an article by Investors In People, they mentioned, “Workplace diversity is about thriving, not presence (…) But diversity is about increasing people’s actual participation, not just their symbolic participation.” Understanding this is critical before any company can not only engage but empower their Black and Brown employees and leaders. Without doing so, we will continue to see the same issues that stem from lack of representation arise. The article can be found here: https://www.investorsinpeople.com/knowledge/workplace-diversity/