Dedra Ward is an HR Strategist with over 20 years of experience supporting executives in the global technology industry at Equifax, Inc..
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Inclusion and diversity garner a lot of energy and resources within most organizations. However, focus alone does not translate into the targeted reality of a more inclusive and diverse environment. The commitment of a company to purposefully state its commitment to this environment is an imperative step, but the fabric of a company's identity and persona is woven by each of its workers. This means the process of creation and evolution happens regardless of our efforts as leaders. We can, however, guide this in an intentional way for those up to the challenge.
Select The Path
Leadership, at its very core, creates the environment in which we operate through hiring selections, objective setting, talent development, employee relations, communications and performance management. The company — whether a global enterprise, family-owned business, nonprofit organization or sole proprietorship — is its people.
Like the driver of a vehicle, the leader tells its people where to go and how to get there. Each person or team is like a part of that vehicle. Generally, you must have wheels, an engine, a frame and a seat to get movement. Each vehicle has customizations from that point — more or less power, safety features, space for other passengers, climate controls and other upgrades — but in the end, it is still simply a means to get you where you want to go. The driver can set the GPS path and the speed on cruise control, but without attention, intention and commitment, the car will run off the road even when we mean to stay on it. If we don't set our path, follow it deliberately, and monitor as we go, we will end up off track. Research where your organization is and where you want to go, and set a path for how you think you can get there.
Recognize Our True Connections
We are one. One team. One company. One entity. One culture. Let go of the fear of that which is different. Through recognizing our differences, we see our similarities. Both exist with or without our approval, but our acceptance of this truth creates space for the best in each person. By recognizing you, I realize myself. We are reflections of one another, without which we have no concept of our own selves. Your perception creates your reality, not the reality of others, but we are cocreators of our experiences. We excel through recognizing what brings us together. Strengthening those bonds fosters psychological safety and pays dividends exponentially. Differentiation in products is considered a market advantage. Why would you see it any differently in relation to your employees? Honoring the differences throughout your workforce strengthens your organizational identity.
Normalize Differences
Normalizing that which is different takes effort and action by all, but it is energizing. Be brave. Be all of yourself, and lead by example. Separation of work and life is an illusion. Embrace the life within your work, your employees and throughout your organizational expression to maximize its potential. Speak your truth, and listen to the truth of others.
We all connect to facets of our identities. Do your employees openly discuss their families, dating life, extracurricular activities and community involvement? If not, it is a sign of separation that may indicate important areas for improvement in your organizational culture. Be curious about others, and share yourself.
When you approach any situation with respect and intention, the outcome will be the truth. Allowing room for employees to be their true selves, helps us accept our true nature, and, in that space, we find the peace and flow that life offers. Our human experience in all its presentations is one that is shared and should be celebrated. Investigate vigorously who your organization really is and what ties you all together. Strengthen those connections through collaboration, recognition and appreciation.
Communicate Your Intent
Communicate. Communicate. Communicate. Bringing these facets together happens through the communication of intent, planning and progress. The action necessary to create the environment we intend happens through communication — spoken, written and nonverbal. Even silence is a response, so if you're not sure what to say but you want to say something, say that.
We have the option to communicate what we want because not all of our thoughts are true. Share what your truth is authentically, and be willing to speak up as your truth evolves. Showing your humanness and vulnerability actually creates strength, which develops organizational muscle. This can be used for progress in achieving goals, gaining market share and increasing customers, as well as employee satisfaction and ultimately the growth and success of the company.
Weave the blanket of culture that you want. Create your plan of inclusion on purpose. Choose your steps wisely, starting with internal reflection, defining what you want and identifying gaps. Evaluate progress often, and focus your resources on impactful actions. Undo or redo mistakes as you go. Ignoring them won't make them go away. Address them with integrity, humility and honesty — then follow through. Keep taking steps to get to your goal, or your efforts may end up wasted. The days will still pass by, and your company culture will keep forming. However, if you continue to focus and refocus, the vision you have will come to fruition.
What you see in your mind may not be exactly what you get, but if you follow these steps, what you get will be even more beautiful, including all its imperfections. Those are only errors in our minds. In reality, that is the very expression and beauty of our humanity. Those imperfections are the perfection of our expression. Explore the fabric of your organization and your people. Find the beauty within, and celebrate it intensely.
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