Through my years of DEI consulting, coaching and training, I’ve discovered that when leaders in corporate America understand how to bridge difference 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 implicit 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 with 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. They must identify who holds it and who it negatively impacts. Through ongoing interactive trainings, Equision empowers leaders to use their voice and position to advance justice, equity, diversity, and inclusion (JEDI) 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. From a business perspective, it may include building stores or satellite offices in underserved neighborhoods. Regardless of the department, Equision takes a comprehensive assessment to help identify structures of inequity. Then we dismantle them with evidenced-based strategies, best-in-class practices, integrated policies, and accountability metrics.
If you're an executive interested in learning more about what your DEI program should look like or a media representative interested in speaking with a justice, equity, diversity, and inclusion expert, please contact me.