Through many years of DEI consulting, coaching, and training I’ve discovered that when leaders in corporate America understand how to bridge differences and lead equitably and inclusively during their workday, it finds its way into every facet of their life.
Not everyone in corporate America has the power to dismantle systems of oppression and structural inequality on a societal level. But everyone has the power to be empathic, model vulnerability, disrupt their biases, and challenge microaggressions. And most importantly, everyone has the power to listen to the needs of marginalized and disfavored people and respond with kindness.
Most of my work comes down to meeting corporate leaders where they are. The majority of companies have had DEI programs in place for years. But for many, this is the first time they’re really addressing how their corporate culture is affecting not only the success of their employees, but the success of their company. Both my professional and academic experiences have found that affecting change includes these three steps.
Allyship is one's lifelong commitment to learning, reflecting on, and activating their power and privilege to transform oppressive systems, empower voices, and center the lived experiences of marginalized people for the realization of equision.
The identities we hold inform our choices, biases, opinions, and behaviors. They are the culmination of our experiences, mental models, self-recognitions, and emotions that provide understandings of ourselves. It is important that we bring our identities to consciousness because we all see, negotiate, and construct the world through our unique lens.
Organizational leaders and employees have variant types of power and privilege. Through interactive workshops, Equision empowers employees to use their voice and position to advance diversity, equity, inclusion, and justice in their organizations and lives.
Authentic diversity, equity, and inclusion should flow through every area of your organization. From a human resources perspective, it may include reshaping your talent and performance management policies and processes. From a business perspective, it may include building stores or satellite offices in underserved neighborhoods. Regardless of the department, Equision conducts a comprehensive assessment of your organization to identify structures of inequity. Then we partner with you to dismantle them with evidenced-based strategies and proceses, best-in-class practices, integrated policies, and accountability metrics.