Diversity, Equity & Inclusion In The Age Of COVID-19
COVID-19 has forever changed our world and with its arrival, the flaws in our systems have reared their ugly heads. These flaws have shown us that we STILL have a lot of room for improvement when it comes to diversity, equity and inclusion (DEI). No matter who you listen to about COVID-19 or the coronavirus, it’s clear that this is going to fundamentally affect how we relate to each other and conduct business for the foreseeable future. So how can we make sure DEI is sustainable and virus proof during these unprecedented times of social distancing and outbreaks? I have got five ways:
A- Always Check In
B- Be BOLD About Who You Are
C- Constantly Call People In
D- Detect the Cracks
E- Embrace Flexibility
Always Check In
I am not just talking about the conventional hello, how are you before the walk away. I am referring to really knowing the mental state of those you work with, under, teach, employ and partner with. Ask questions like:
Do you feel like we have set parameters for you to succeed? If not, what will you need to excel in the project?
Are there other things that are bothering that we haven’t discussed?
You want to ask questions that allow you to gain insight into who you are working with and what makes them tick. When you don’t do this, there’s no empathy, compassion or understanding of intersections. The result of this? No true inclusion.
Be BOLD About Who You Are
Now is not the time for silence or performative allyship. As you check in, you might realize that you need to make decisions that you never even considered before because you didn’t think they were vital to the growth of your company culture.
Other consequences of COVID-!9 have been the microagressions and racism exhibited around us. Sometimes by our leaders. Stamp them out. Call them out. Don’t be shy about the values you stand for and be unapologetic about fighting for the humanity of the people you serve. You might not realize this but doing this will create a safer and and more open environment for your employees and students. Be BOLD and don’t be dismissive of marginalized groups when they tell you what’s bothering them.
Constantly Call People In
From calling out insensitivity to calling in people. The next process involves actively scheduling time on your calendars so that every stakeholder and group in your company can air out different ways they feel harmed or left out. These things could be queries about paid time off, health Insurance, curriculum, the ability to work from home or mental health days. Whatever they are, take note regularly to see if progress is being made. It is one thing to be bold about the changes you are going to make and to be bold about who you are going to be but if you are not constantly calling in, you are not going to have accountability. Another thing that is important to stress here is to make sure that people know they won’t be fired for talking or expressing themselves fully in this stage. There’s a high probability for some serious discomfort here. Live in it and sit with it!
Detect the Cracks
After you have called people in, you will hear a lot of people with some serious complaints. Valid ones too. These are the cracks. So ask yourselves what cracks led to the system of inequalities in the first place. Detect them. Are the cracks in your recruiting, hiring, company culture, employer brand and/or partnerships? How will you make sure this doesn’t happen again? What are the resources that you will invest in to prevent more systemic flaws?
Embrace Flexibility
Prior to COVID-19, a lot of companies scoffed at the possibility of having a virtual workforce or a blended one due to the fact that it seemed like it would lead to less productivity. Now we know that when push comes to shove, it is possible to be creative about our workforce productivity. Necessity as they say, is the mother of invention. The invention here would be to be flexible. Be very clear about what the deliverables are for your company. Be flexible with the people you hire. Look in multiple pools for employment including people who are immunocompromised and disabled. This does not mean that your workforce should be all virtual. It DOES mean that you can hire more people than you thought you could before.
Till next time, use your DIFFERENCE to make a DIFFERENCE.