Diversity, Equity & Inclusion
My Oath…
I wholeheartedly align with the values of advancing social justice and corporate sustainability by generating knowledge and education for my fellow peers, coworkers, and family & friends.
To achieve this, I strive to embody and promote principles of anti-racism, diversity, equity, and inclusion in all aspects of my work and personal life.
Here's how I recommend you can support this mission:
UNDERSTANDING RACISM
Recognizing the different ways in which racism can manifest, from overt acts of hate to subtle institutionalized practices, is key to addressing it. Understanding the different levels of racism requires an exploration of personal, systemic, and structural aspects. Companies and employers play a pivotal role in addressing and combating all levels of racism. Regarding personal racism, organizations can invest in diversity and inclusion training to promote a respectful and accepting workplace culture. To counter systemic racism, companies should scrutinize their policies and practices, ensuring fair hiring, promotion, and compensation practices that don't disadvantage certain racial groups. As for structural racism, corporations can exert influence through advocacy, lobbying for policy changes that foster racial equity, or sponsoring community programs that aim to reduce racial disparities. It is vital for businesses not just to be non-racist but to be actively anti-racist, fostering a more equitable environment within and beyond their walls. For further work being done on this and toolkits, please visit The TIME’S UP Guide to Equity and Inclusion
CULTURAL HUMILITY AND ACCOUNTABILITY
As a fundamental principle, I encourage approaching every step with cultural humility. This mindset allows us to be open to the identities of others through respectful inquiry and empathy. Holding ourselves accountable for our actions is crucial for these efforts to be authentic and effective.
ACKNOWLEDGING THE LAND
As a sign of respect and understanding, I believe in acknowledging the original inhabitants of the land we occupy today. It sets the tone for an inclusive corporate culture and demonstrates a commitment to recognizing and respecting diverse cultures and histories in the workplace. Using a land acknowledgment is only one way to promote recognition and support of Native communities; learn more about Native unity and advocacy at the Bureau of Indian Affairs.
RECOGNIZE YOUR BIASES
We all harbor biases, often unknowingly. These biases, based on people's identities such as race/ethnicity, age, gender, ability, nativity, socioeconomic status, and more, impact our interactions and decisions. Recognizing and addressing these biases is crucial to effecting positive change. It can improve decision-making in recruitment, promotion, and team-building processes, leading to a more diverse and inclusive workforce that drives creativity and business success. The Implicit Association Test, which can be taken online, is a tool I recommend for this purpose.
UNDERSTANDING YOUR POSITIONALITY
Grasping the concept of positionality - how different aspects of your social identities shape your understanding of your place within social systems, structures, and networks - is essential for fostering inclusivity. It promotes a culture of respect for diversity and individuality, which enhances employee satisfaction, productivity, and retention. You can find resources to examine your positionality from an example from the University of British Columbia, available here.