The path to career success can sometimes come up short or be derailed if you don't have the right allies and advocates rooted in your support system. And despite repeated attempts to create more inclusive workplaces, the experiences and work of women of color are not appreciated in many organizations. To demonstrate the value of women of color in the workplace, company executives must lead by example to ensure there is proper DEI representation in critical roles and responsibilities across the organization at all times.
Creating a psychologically safe platform that enables a diverse group of voices to be heard and respected should always be the norm, not the exception. When HR leaders and their colleagues are willing to consistently take a firm stand against microaggressive behaviors, it enables them to foster a desirable work culture of increased awareness, accountability and sensitivity among their staff.
If you're serious about changing old habits and amplifying the contributions of women of color at your particular establishment, then "walk your talk" by applying these 14 tips provided by Forbes Human Resources Council experts.
Members pictured from left to right.
Photos courtesy of the individual members.1. Provide The Necessary Development And Training
One way to amplify the contributions of women of color in an organization is to provide an expedited career path toward promotion, with necessary development and training provided to prepare them for their new role. Seeing women of color rise through the ranks speaks volumes about an organization's commitment to diversity and inclusion and provides role models for other women of color. - Lynne Marie Finn, Broadleaf Results
2. Promote WOC To Executive Leadership Roles
Show employees and clients that representation matters. If you don't have women of color (WOC) in roles that reflect the highest levels of regional and global leadership, you aren't "walking the talk." Having one woman of color or person of color on your executive leadership team is performative. Make sure those with the most internal and external leadership influence are diverse. - Alexandria Brown, Transmission
3. Make DEI A Companywide Priority
Employees who feel seen, valued and heard perform better. Leaders who continue to learn how to be allies and advocates of each of their employees drive inclusion in meaningful ways. Consider rotating who leads the regular meetings to increase the diversity of thought and leadership. Inclusion must be a priority for all leaders and felt by all employees. Authentic two-way communication channels are key. - Cat Colella-Graham, Cat Colella-Graham
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4. Hire And Retain Diverse Talent For Every Department
I urge all leaders to ensure there is diverse talent in every single room and that they're heard. Many times in my career I've been alone, overseen and circumvented. Being a Black executive is tough. All organizations should create platforms for diverse voices; this is non-negotiable and imperative. Equity, diversity and inclusion should be ingrained in everything, including promotions, access, pay, recognition and awards. Everything. - Joyce Jelks, Wieden + Kennedy
5. Learn About Intersectionality
It’s not enough to grasp the distinct ways women or people of color are mistreated at work. You need to know how the identities interact. That will help you recognize and call out microaggressions specific to women of color. “Call out” sounds big, but a starter response can sound like, “What do you mean by that?” This opens up the dialogue and says, “That was not okay.” - Ursula Mead, InHerSight
6. Be Intentional About Cultivating A Diverse Workplace
The amplification of a diverse staff needs to be intentional and cultivated. Any form of aggressiveness needs to be addressed throughout the culture of the company, where accountability and respectful workplace policies remediate to allow for an inclusive supportive work environment. Management needs to be aware of these concerns and speak with the employees to share different perspectives. - Omar Alhadi, Adobe Care and Wellness
7. Offer Mentorship Opportunities And Collaborative Support
HR should ensure women of color take advantage of mentorship opportunities by asking them directly about the best ways to offer support. Rather than placing the responsibility solely on women of color to speak up, encourage employees of all backgrounds to point out how to improve the company’s culture so it is more inclusive while also encouraging a collaborative experience for everyone. - Niki Jorgensen, Insperity
8. Enable Every Voice To Be Heard And Respected
Be intentional. One tactic is to ensure you have a plan for every meeting where it is clear everyone is expected to participate and every voice is heard and respected. At any time when respect isn't given, it needs to be addressed immediately. Asking questions like, "What is your intention with that comment?" places responsibility on the aggressor and not the person being treated unfairly. - Barbie Winterbottom, the Business of HR
9. Be An Ally And Role Model For Others
Build and nurture an inclusive workplace. Mentors can influence change through their actions. Proactively learning about microaggressions, recognizing biases, being an ally and advocating for others is essential. - Britton Bloch, Navy Federal
10. Invest In Employee Growth And Psychological Safety
Ensuring you promote a healthy, positive and diverse culture means actively investing in the growth and psychological safety of your employees. Focusing this on women of color and women, in general, is key because it's important for women of all backgrounds to see themselves represented in leadership roles. Dream big, remain focused and uphold other women as you grow and achieve greatness in the world. - Gianna Driver, Exabeam
11. Hold Employees Accountable For Microaggressive Behaviors
Nothing shows the value of women of color more than ensuring that there is representation in critical roles and responsibilities. This allows for faster amplification and insight into areas of concern. Leaders who immediately address instances of microaggression, by taking individuals aside and shifting their focus from intention to actual impact, increase awareness, accountability and sensitivity. - Tiersa Smith-Hall, Tiera Hall Impactful Imprints, Training & Consulting
12. Encourage Leaders To Provide Sponsorships
Sponsorship by leaders is a catalyst for advancing women of color in organizations. These women remain grossly underrepresented in organizations and continue to face inequities and discrimination in practice. Sponsorship actively identifies opportunities to promote their work and move their careers forward. It also requires courage to reinforce respectful and inclusive behaviors in the organization. - Jennie Walker, DeEtta Jones & Associates
13. Highlight Success Stories
Highlight the accomplishments of women of color and share their success stories with the broader organization. Support them when issues come up and provide support when there are political dynamics and stereotypes impacting outcomes and business results. Also, ensure you coach and give candid feedback so they can continue to grow. - Rohini Shankar, Nations Benefits
14. Attend ERG Meetings And Events
Leaders can attend employee resource group (ERG) meetings and events as an ally with the expressed goal of listening and understanding, then helping to take action. Have others join you. Take time to process the information shared after the session and engage in critical self-reflection, particularly as it relates to potentially being the “only” in the room. - Bryan Ignozzi, Raines International
