Equity & Inclusion

Diversity, Equity and Inclusion Resources

With so much happening in the US regarding race, I have been asked to provide training and support to organizations regarding diversity, inclusion, and equity. As a part of that work, I think it is important to have a resource hub for this work.

What is diversity?

I define diversity broadly - diversity is about differences. There are many dimensions of diversity (like race, gender identity, sexual orientation, physical ability). Organizations that strive to be leaders in the DEI space should work to have their staff team represent the richness of difference in their community.

What is equity?

There are a variety of equity definitions, but I like the definition provided by the Annie E. Casey Foundation. Equity is defined as “the state, quality or ideal of being just, impartial and fair”. The concept of equity is synonymous with fairness and justice. It is helpful to think of equity as not simply a desired state of affairs or a lofty value. To be achieved and sustained, equity needs to be thought of as a structural and systemic concept.

What does action look like?

Responding to issues regarding racial inequity and lack of diversity can be incredibly complex, but the work must be done. I am sharing my thoughts because I have been asked by many what they can do. Please know that this is my opinion alone - I do not speak for everyone in my gender or my race. My thoughts come from my lived experience and my reserach regarding diversity, inclusion, the brain, and organizational development.

Individual action:

  • Donate to organizations supporting racial equity. There are several national organizations and local organizations. Support looks like volunteering and making donations. Below is a list of national organizations that are doing work to make systems more equitable and to advance the rights of black people and people of color. You should also support local organizations doing this work.

  • If you are not a person of color, talk to your white friends about these issues. If these problems and inequities are only being discussed by POC and those in marginalized communities, change will not occur. If you can communicate with the people who trust you, they are more likely to have a shift in opinion, thoughts, feelings, and actions.

  • Vote. Every time you can.

  • Find ways to hold your local elected officials and police departments accountable.

Organizational action:

  • Provide diversity and equity-related training sessions. There is some research that suggests that diversity training sessions are not effective, so work with someone who can support your staff to overcome those challenges.

  • Provide diversity-related programming. Employee/Business Resource groups, mentoring programs, leadership development programs - all of these can support employees of color, which supports your entire organization.

  • If you are in a position of power and see something that happens, act. Silence is consent so we must hold our organizational leaders and employees accountable for their actions.

  • Work to make sure that your hiring is inclusive. The most effective way to do this is to make sure you have diverse candidates. From there, always pick the best candidate but if your pool is diverse, you are more likely to have diverse candidates.

  • Identify and work to mitigate your biases. This is a critical step and I would love to provide training sessions regarding bias. It is rooted in the brain, so I am uniquely positioned to support organizations in this space.

  • Assess your policies and practices to ensure equity and inclusiveness.

Resources

TED Talk: How to overcome your biases? Walk boldly towards them. This is one of my favorite TED talks and I show it often during bias presentations. Verna Myers tells us about bias and how we can overcome our unconscious biases.

TED Talk: Color blind or color brave? Mellody Hobson explains why the concept of color blindness is problematic and why we need to be color brave.

Organization: Equal Justice Initiative. I was introduced to EJI when I was introduced to their Founder and Executive Director, Bryan Stevenson. He is an attorney who has dedicated his life to improving the criminal justice system and supporting those involved with the criminal justice system. EJI is committed to ending mass incarceration and excessive punishment in the United States.

Documentary: 13th on Netflix. This documentary really opened my eyes to the connection between slavery and the criminal justice system. It is directed and created by Ava DuVernay.

Webpage: Uncomfortable Conversations with a Black Man.

Books to help provide education:

Anti-racism resources - this list was compiled by Sarah Sophie Flicker & Alyssa Klein and is incredibly comprehensive.

The Anti-Racist Starter Pack: 40 TV Series, Documentaries, Movies, TED Talks, and Books to Add to Your List - this list was compiled by Brea Baker of Parade Magazine

If you have been here for any amount of time, you know that I am a huge fan of Brene Brown and her work. She has created a list of resources, primarily books and bookstores. Check out her list here!

Resources for Black Women

For many of us, this time has resurrected the pain and trauma that we have been experiencing for some time. I am working hard to curate resources specifically for black women - to help support us during this time of increased trauma.

Statement on the verdict of the murder of George Floyd

Here at Sharp Brain Consulting, we deeply value equity and justice. The reason we are in this work is to help create a better society for all people. Today’s verdict was an important step - to create a more just and equitable world, accountability is critical. We cannot move toward unity without accountability. We continue to encourage organizational leaders to work to create organizations that represent the richness of diversity in their community, that are equitable, and that strive to create cultures of belonging.

While today was a victory, the past year has been difficult for many people of color. Watching George Floyd being murdered, talking about that and race in the workplace, and watching or hearing about the trial of George Floyd’s murderer - all of these can be traumatic events. We encourage leaders to acknowledge this and hold space for employees who need to process the events of the past year.

Finally, we encourage all employees and leaders within the social sector to engage in self-care, rely on and support your colleagues and community and lean into empathy. This is a difficult time and we need to take care of ourselves and others.