Tag Archives: equity

How and Why DEIAB?

Diversity & Inclusion / EEO, Equity, , , , , , , , , , , , , ,

How and Why DEIAB?

            The vast majority of the attacks on diversity, equity, inclusion, access, and belonging (DEIAB) initiatives and programs, use anecdotal examples of poorly executed workshops or other strategies to dissemble and discredit the entire field and its raison d’etre. This is an old (see ancient Greece) and frequently effective technique for destroying one’s political nemeses. The mountains of data that we haul out to prove the efficacy of competently implemented DEIAB initiatives is not going to be examined by those who are the intended audience of these smear campaigns, as they do not read the same periodicals, follow the same influencers, or travel in the same circles that DEIAB experts do, that is the point of these tactics—do not worry about being asked for the receipts—make the slanderous statement and wait for the spiral of mis and disinformation to do its work.

Why DEIAB?

            Before I embark on how to counter this onslaught, let’s examine why it matters. There have been many studies[1] during the past few decades that establish the following DEIAB benefits: diversity makes us better, better workers, thinkers, writers, people; equity not only affirms our commitment to a democratic society, but helps us to understand what the rules of engagement are which in turn, helps us to navigate our relationships and roles; inclusion, especially for so many humans who have historically been excluded as a result of bias, creates a safe, nurturing environment where we can bring and be our best selves—productive and innovative; access is necessary for all humans to fully participate via a ramp for wheelchairs or closed-captioning during a zoom meeting; and belonging, inspires us to want to be somewhere—be fully engaged and giving 100%.   

            Now, nothing that really matters is easy. Nothing that really makes a difference is ‘one and done.’ [think: diet and exercise – sorry!] For many years I have been telling potential clients that we do not do training—we provide interactive education on the cause and effect of DEIAB. For example, we might examine the history of sexism and its ongoing impact on society or the impact of racism and its perpetual institutionalization in organizations. Then, we can work on developing ways to counter these systemic problems.

How: Listen.

The reason that we conduct surveys, interviews and focus groups or listening sessions, as well as reviewing a clients’ policies, protocols, and various communications (including job descriptions and marketing materials), is that we need to know where to begin. Every organization has a unique culture and subcultures based on its mission, vision, goals, and strategies. If you listen, the members of your organization will tell you what matters to them, how they are being treated, and if they feel included. You do need to listen on a regular basis, so that you can notice shifts, hints, and indicators of problems before they escalate. That means conducting assessments at least on a biennial basis.

How: Discern.

            Once you have this very valuable information, you have to decide what it is you will do with it. If nothing, then stop here. If, on the other hand, you believe that knowledge is power, the power to change say your diet based on a diagnosis of diabetes, then, let’s get to work. That diet will need to be customized and long term. What are you able to commit to? What resources do you have? What resources do you need? What are your limitations? Board approval, budget restrictions, political pressure? Those limitations need to be identified before they can be addressed.            

How: Communicate.

            Share the results of your assessment with your employees. Follow that basic communication rule and share what you heard to make sure that you got it right. Many employers have told me that they are not comfortable sharing the results of a DEIAB assessment with employees because that information might be shared with the public and result in a negative perception about the organization. If a person has cancer but does not have a diagnostic assessment conducted to determine if they have cancer, does the cancer cease to exist? No. Also, if your organization has problems with DEIAB a fair percentage of your employees already know that. They just may be uncomfortable to tell you to your face. So, share your DEIAB assessment results and discuss what those results indicate. What caused the negative outcomes in the first place.

How: Educate.

            Use the knowledge that you gained during your assessment to determine what competency and skill gaps exist—especially with your leadership and managerial staff. My observation is that the majority of leaders and managers in organizations have not developed critical—fundamental leadership skills. These gaps exacerbate DEIAB challenges because a lack of cultural awareness on top of poor communication and delegation skills create environments that, at least diminish engagement, productivity, and staff longevity, and at worst, result in hostile work environments and potential EEO violations. A 3-hour online seminar on effective management is a waste of money and time. Invest in education. Every manager and leader should participate in ongoing, long term development as well as coaching, and team feedback such as 360 assessments and reciprocal performance evaluations.

We customize our leadership and manager educational programs to meet organizations and individuals where they are. We conduct preparatory surveys to find out what education and training individuals have had and what their response to those experiences is. We also use those surveys to find out what their particular challenges and concerns are surrounding DEIAB. This enables us to fine tune our educational programs so that they are effective and relevant. Separating leaders, managers, and non-managerial staff is an important part of creating a safe space where participants can speak freely, share concerns, and learn from their peers. By using an anonymizing tool during sessions we help participants to safely address these issues and engage in meaningful discussions without fear of judgment or repercussions.

How: Prioritize.

    Using the feedback gathered during our sessions, we are able to help clients develop sustainable, tangible DEIAB strategies in a collaborative manner. These strategies must be part of the organizational strategic plan, core mission, vision, values, and goals—not an add on. It is easy to criticize initiatives that get second thoughts and leftovers in terms of resources, whether financial or human. So, if DEIAB is a priority, treat it as such.

            If an organization is committed to DEIAB, then, you need to put your money where your mouth is. People, your employees, clients, customers, constituents, and community members know the difference between talk and action. The level of disillusionment[2] that is, in part a response to a lack of trust in what leaders communicate versus what they do, is contributing to high employee turnover rates[3] during the past several years as well as quiet quitting[4] and general disengagement.

            The most effective DEIAB strategies are also reasonable financial investments for organizations. Our most successful clients have ongoing structured mentoring programs which contribute to more inclusive working relationships, more effective managers and leaders and increased employee engagement and retention.

            Investing in education, employee mentoring, ongoing assessments, and strategic planning are not new approaches to DEIAB, I have been preaching and practicing these for many years. It is the integration of these actions that create a resilient and pivotal foundation that can withstand the onslaught of voguish attacks on DEIAB when they pop up.

            If your organization is struggling to balance the benefits of DEAIB and your core values against the politicized myths being used in an attempt to polarize people and diminish those values, please give me a call. I would love to discuss how we can support you during these very challenging times.

Onward!

~ Wendy
May 09, 2024

Wendy Amengual Wark
(She/Her)
Founding Partner
Inclusion Strategy Solutions LLC
01-347-880-0777
InclusionStrategy.com
Wendy@InclusionStrategy.com

[1] Standing firm against the escalating assault on equity, diversity, and inclusion   https://www.apa.org/topics/equity-diversity-inclusion/standing-against-assault-equity-diversity-inclusion

[2] UN General Assembly “As ‘Intense Frustration and Disillusionment’ Brew amid Raging Global Conflict, Economic Uncertainty, Revitalizing General Assembly is Increasingly Critical, President Says”  https://press.un.org/en/2023/ga12560.doc.htm

The ‘Caudillo Syndrome’ is spreading around the world as economic disillusionment pushes voters to bet on populist strongmen https://fortune.com/2024/02/28/caudillo-syndrome-spreading-world-economic-disillusionment-voters-bet-on-populist-strongmen-politics/

Despair makes young US men more conservative ahead of US election, poll shows
https://www.reuters.com/world/us/despair-makes-young-us-men-more-conservative-ahead-us-election-poll-shows-2024-04-12/

[3] U.S. Bureau of Labor Statistics: JOB OPENINGS AND LABOR TURNOVER – MARCH 2024  https://www.bls.gov/news.release/pdf/jolts.pdf

[4] Forget ‘Quiet Quitting’. In 2024 Employees Want Employers To ‘Quietly Manage’
https://www.forbes.com/sites/bryanrobinson/2023/12/14/forget-quiet-quitting-in-2024-employees-want-employers-to-quietly-manage/?sh=7563c7876523

 

We Are Not Alone

Diversity & Inclusion / EEO, Equity, , , , , , , , , , ,

     Each year I endeavor to start anew with a fresh, positive outlook. I wish that for you, as well. Each of us has to navigate our private, personal struggles as well as the macro challenges that we are confronted with as a community. War, death by guns, food insecurity, climate change, racism, sexism, antisemitism, homophobia, Islamophobia, and on and on. Typing this list is depressing in itself but much more so when I reflect on where we are globally as compared with say, January of 2009. So, I have tried to follow the adage and stay silent as I do not have much to say that is very ‘nice.’ Having to fight back against a relentless assault on democracy, equity, justice, inclusion, diversity, and access is not nice. It is not easy. It is not cheerful. It is exhausting and depressing to have to fight against those who are intent upon dragging us all back to the good ‘ole days when only a small percentage of people had any rights at all.

     I am not trying to ruin 2024 for you, I am actually trying to encourage you. I do not have to cite any recent events (unless you have been fortunate enough to have been completely unplugged for the past three or four weeks) for most of you to think “Here we go,” and then, perhaps let out a sigh of resignation.

     The arguments against diversity, equity, inclusion, and access are old tired screeds that had no basis in reality when they were hurled by ultra conservatives in the 1990s and have no basis in reality now. Based on substantial research data and results, we know that we do better work when we work with diverse groups of people. We know that people with diverse experiences, perspectives, and communications styles think differently, resulting in problems being solved more rapidly and especially, more effectively by diverse groups. We know that the more education people have, the less likely they are to experience unwanted pregnancy, poverty, and violence. We know that creating equal access (true equal access) brings engagement, success, and joy—actual joy to people in their work and in their studies!

     So, why are those who yell the loudest being given so much bandwidth? Why are their distortions of the truth being repeated by well-meaning intelligent people on social media and across the dominant media outlets? Why are public and private institutions making bad decisions about how to effectively manage free speech and remain committed to being diverse, inclusive, and accessible?

     Because bullies win by yelling and making a lot of noise—bluster. Bluster is distracting and upsetting and very effective at keeping us from doing the critical work that we must continue to do.

     My resolution for 2024: remain focused. Focus is a critical function when there are those intent on distraction us. Disturbing us. Ultimately, disappearing us. Every fascist regime throughout history has silenced those fighting to save democracy—journalists , academics, advocates, and activists—by disappearing them.

     We will not be disappeared. I will not be disappeared. I know that silence equals death. In that knowledge comes the understanding that I must speak up. I am not talking about having an urgent need to express my thoughts and opinions. I must speak up as a witness, advocate, ally, and activist. I have been in this space of speaking up for those who have been silenced since I was a child and so, If I cannot speak up, who can?

     We are a diverse nation. We are a diverse planet of people. We need each other to thrive or none of us thrive. Those who seek to rob our inclusion, equity, access, and value know this and so they will do their best to divide us—create wedges between us based on our differences—and conquer us. This is also a very old tactic. It is a very effective tactic and that is why it is dusted off and used again and again by those seeking to rob us of our rights to vote, to speak, to pursue happiness. They twist words and meanings to confuse and diminish their effectiveness. They state things that they know are patently untrue and wait for the bickering and debating to keep everyone distracted and then chip away at laws—rights and protections—that took centuries to attain.

     Yesterday I was speaking with my dear friends Derrick Kikuchi and his husband Craig Wiesner (owners of  Reach and Teach and activists for social equity and justice as well as providers of a sanctuary that gives us “hope that does not disappoint”), and they reminded me that I am not alone.

     As a practitioner of EEO/DEIBA one can feel isolated, targeted, and alone. We need to remind ourselves and each other that we are not alone. I am here for you. You are here for me. We are here together fighting the good fight, doing the important work.

     Maintaining focus is absolutely critical. It is hard to keep our focus when we are distracted, or disturbed, silenced or disappeared by bullies yelling lies and threats. I will stay calm and speak the truth. I encourage you to do the same.

     This is not about politics. This is about protecting ourselves, our planet, and the future.

     If you need an affirmation or reminder as to why you must continue to do this work that is exhilaratingly exhausting, please reach out. I am here for you—with you—as your ally, advocate, and friend.

     Wishing you peace, love, joy, and inclusion in 2024, and beyond!

     ~ Wendy

Wendy@InclusionStrategy.com
Inclusion Strategy Solutions LLC

January 10, 2024

 

A Declaration

Diversity & Inclusion / EEO, Equity, , , , , , , , , , , , , , ,

A Declaration

A Declaration of Independence from Great Britain was signed 247 years ago by 56 white men, 34 of whom kept other human beings in bondage denying them the very freedom they themselves demanded.

Currently, in the United States, there is a small group of people who are impacting our rights, our independence by being disrespectful of our laws and boundaries, by responding to the pressures of current populist trends. How can I claim to want my rights, my freedoms protected while denying access to those same rights and freedoms for others? This is fundamental to civil rights, human rights.

I cannot imagine having independence without embracing interdependence. I first wrote about this ten years ago and a friend reminded me that Independence Day is the perfect time to reflect on how important it is that we remember that whether we like it or not, we are interdependent.

As an example of our interdependence on a global scale, I live in New York City and like many other cities across the United States, we have recently had to deal with unhealthy air quality as a result of smoke from fires in Canada. The smoke does not respect political borders. It responds to wind currents and air pressure.

I believe that interdependence, inclusion, diversity, equity, and access for all are critical to our independence. There is a tacit understanding that we must cooperate with each other if we want to get anywhere. The alternative is chaos. To be part of a mob that allows a few bullies to grab and push and pull and take what they want when they want it regardless of the rights of others. To disregard the damage that this causes.

I have always sought to find and nurture clarity out of chaos – to celebrate our independence – or the ideal of our independence as something that we must continue to aspire to. I see our interdependence as a path to our independence. Freedom from fascism, racism, sexism, homophobia, antisemitism, ableism, and all other forms of discrimination.

Let’s demonstrate our commitment to independence by celebrating our interdependence. We can come together, and each contribute to a bountiful society. One bringing a dish of food, another building a table, another, playing music, and another making sure that everyone is served.

A Declaration of Interdependence, a 4 minute film celebrating interdependence. Enjoy! https://www.letitripple.org/adeclarationofinterdependence

Onward!

~ Wendy

Wendy Amengual Wark
Inclusion Strategy Solutions LLC
July 4, 2023

 

 

Take Affirmative Action Today!

Affirmative Action, Blog, Diversity & Inclusion / EEO, Equity, , , , , , , , , , ,

For decades people have pushed back against affirmative action laws. Those people rarely understood the letter or the spirit of affirmative action. I have been asked hundreds of times if affirmative action requires a quota, a set percentage of Black, indigenous, and other people of color or members of other underrepresented groups to be admitted to an academic institution. The answer is consistently ‘no’.

Organizations of all kinds continue to complain that they cannot find qualified members of underrepresented groups when they search for recruits either in academia or the workplace. This is why the laws requiring an effort were implemented in the first place.

Those organizations that implement inclusive strategies to achieve true diversity and equity do so with the understanding that inclusion takes work, action – affirmative action – just as any goal that one wants to achieve.

Resistance to diversity, equity and inclusion are not new in any sector. What is new is that a small minority group has effectively stripped our nation of successful strategies for achieving real diversity. They have flipped the dialogue on diversity and privilege – white privilege – claiming that institutional racism is not real. It is real. Institutional racism exists in organizations where people gain access and entry to elite educational institutions not based on their performance or merit, but an accident of birth. Legacy admissions to universities exist as they have for centuries. Legacy admissions are affirmative action. The result of the action is that a particular group of people’s privilege and access are consistently affirmed.

The school to work pipeline will not change because we wish it to be so. Diversity at all levels, at all institutions, will not occur as a result of positive thinking. The arduous process of making something a law does not occur without a cause. The effect of passing a law is the result of centuries of legal racial and other forms of discrimination.

The Civil Rights Act of 1964 and its amendments were passed because there were and are those who do not believe the everyone should be entitled to the same access and opportunity. This has never been about anyone’s inability or refusal to work hard. This has never been about anyone’s inability to meet the intellectual standards of our greatest academic institutions. This has always been about intentional exclusion. Always.

Today is the perfect day to rededicate your organization’s commitment to diversity, equity, inclusion, and access. Take affirmative action to assure that those who are qualified, motivated, and underrepresented get access and are included. 

Onward!

Wendy Amengual Wark
Inclusion Strategy Solutions LLC
Wendy@InclusionStrategy.com

June 29, 2023

 

Fighting Words

Blog, Diversity & Inclusion / EEO, Equity, Uncategorized, , , , , , , , , , , , , , , , , , , , , , ,

Fighting Words

I am a pacifist. I do not own a gun or any other weapons. I use words to combat to combat ignorance, hatred, and brutality and it is definitely time to fight.

 The increasingly dangerous assault on diversity, equity, inclusion, and access (DEIA) requires a coordinated and sustainable defense.

As a small business owner, I usually avoid entering into political discussions, but the body politic is at the greatest risk of my entire life. This has been many decades in the making and wishing it away, compromising, and conciliating clearly has not worked. We are in danger, and we must take action. All of us. Now. Failing means that we fall prey to those who, among other assaults on justice and equality, are trying to legalize child labor while simultaneously making certain human beings illegal. They are dangerous and relentless and amoral.

Those who have been conspiring to push civilization back to a time when less than one percent of the global population had 99 percent of the food, shelter, and representation depend on our division, frustration and exhaustion. They rely on our emotional responses to their irrational and illegal conduct. They expect us to eventually give up our rights and access and freedom.

I have interviewed many hundreds of people during investigations of discrimination claims. It is very easy to tell when most people are lying. It is equally difficult to tell when practiced liars lie. That is because they literally practice. They repeat their lies many times before sharing them with the public. Those lies are quoted in the media and further broadcast and amplified. The most practiced liars find others who will deny the truth with them begin quoting their lies, further amplifying them. Again, and again and again. This methodology is incredibly effective as those who do not know the truth can be effectively bamboozled.

Those who are adept at implementing this methodology are rewarded. Some have become phenomenally powerful members of government and industry as a result of lying. There seem to be no repercussions for doing so. On the contrary, I could name at least one dozen infamous people who are currently benefitting financially by willfully and intentionally misrepresenting the facts. As you read this, I am sure that you are picturing some of them.

The current assault on DEIA initiatives and programs that is being successfully launched by racists is intentional and unacceptable. Governmental representatives in several states are in the process of killing DEIA initiatives in the public and academic sectors as well as forcing private sector organizations with governmental contracts to do the same. This coincides with a concerted effort to censor books, free speech, and the study of history and the social sciences.

The destruction of forums for open and inclusive discourse replicates what happened in Germany, Italy, and elsewhere when fascists took control of those nations. Book burnings were a regular occurrence. Anyone who did not fit a very precise description of ‘us’ were persecuted, and that persecution ultimately escalated into the Holocaust.

Divisions are fomented and incited. Turning Blacks and Latinos against each other. Turning Jews and Asians against each other. Turning cisgender men against transgender women. Christians against the LGBTQI community. I could go on and on. We cannot allow ourselves to be divided. We cannot allow exclusion to win. We must fight. We must continue to fight.

I do not need to justify here why and how our communities, nations, and entire world benefit by embracing diversity and inclusivity, and requiring equity and access for all. The list is long and I have spent many, many years sharing it, with passion and data and evidence.

I do not need to explain why racism is bad. Why fascism is bad. Why discrimination of all kinds is bad. It should be obvious. It is even obvious to those currently vilifying being ‘woke.’ They know that everyone benefits when we live inclusively, but they espouse bizarro-world opposites to reality again and again and again.

I am tired. Incredibly tired. Everyone who does this work is. Tired of the lies. Tired of the gaslighting. Tired of the misinformation and disinformation. Tired of white fragility and tired of white supremacy.

I am so tired. Yet, I am not as tired as my ancestors were after 16 hours of cutting down sugar cane under the relentless Caribbean sun. I am not as tired as children who were chained to sewing machines on this very island of Manhattan for 12 hours a day, 6 days a week. I am not as tired as the many millions who came before me who did not have the privilege to speak up without risking their lives and safety.

Decades ago, right-wing conservatives successfully turned the word ‘liberal’ into a derogatory word. They are attempting to do that again with the word ‘woke.’ I refuse to be sucked into their vortex of manipulation.

This is not just a debate about semantics. Silence does equal death. People are dying. People are being killed by racists who face minimal repercussions for committing murder.

Every single day, we – those of us who believe in diversity as a great thing, inclusion as a necessary thing, and equity as an absolute minimum requirement for survival – must persist and prevail and push back.

“But what can I do?” You ask.

  1. Get loud and stay loud. Call out racism, sexism, homophobia, antisemitism, ablism, and all forms of discrimination.
  2. Write your elected officials (this is especially critical at the local level: school boards, city councils, and state legislatures) and share your opinions and concerns.
  3. Pay attention! Encourage everyone who you know to read and listen and to pay careful attention to decisions being made by elected and appointed officials.
  4. Vote! And help other people, especially marginalized people, to register and then get to a place where they can vote.
  5. Amplify the voices of those who speak truth to power, voices that have been historically silenced and marginalized.
  6. Do not amplify the voices of the liars, gas lighters, haters, racists, and fascists.
  7. Do not be polite if someone dismisses fact as opinion. Facts are facts.
  8. Vote with your wallet. Make sure that every organization that you support is committed to DEIA and not just window-dressing. Find out if they are donating to politicians who are preaching hatred and do not contribute to that by purchasing their product or service.
  9. Connect with others who are fighting for equity and justice. Support each other, vent, cheer each other on. It is really important that we remind each other that we are not alone.
  10. Practice self-care and care for those around you. (Sometimes this means unplugging and taking a break from the doom and gloom of reality so that you can refuel and come back stronger and clearer and more focused on the mission.)

I need your help. I commit to continuing to work to keep a small group of extremists from destroying all that we have accomplished. We can only succeed if we do this together.

Onward!

~ Wendy 

Wendy Amengual Wark
Founding Partner
Inclusion Strategy Solutions
Inclusion Strategy Solutions LLC
Wendy@InclusionStrategy.com

 

What Difference Does Difference Make? Is the Candidate Qualified?

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What Difference Does Difference Make?

I have been asking this question for decades: What difference does difference make? It came to me when I was confronted by very privileged individuals who could not even imagine what life would be like for those who are not white, Christian, educated, socioeconomically secure, heterosexual, without a major disability, born in the USA, and for the most part, male. I needed to find ways to get through the resistance to inclusion, to create a bridge that would help those who were taught that difference is bad to cross the chasm from ignorance to inclusion. I needed to develop a methodology to help these people to unlearn the lies that they had been taught all of their lives: that they were not part of the problem of racism nor the cure; that all people who worked hard, followed the golden rule, and kept out of trouble would be able to be successful in American society; that affirmative action was unfair and helped those who were less capable, lazy, and did not deserve the jobs that they got; that the majority of Americans have not been victims of racism, sexism, antisemitism, homophobia, ableism, and other forms of hate; and that discrimination is not a cornerstone of privilege. I have been told hundreds of times by individuals who actively reinforced institutional racism and sexism that they were neither sexist nor racist. Usually, I was told this vehemently.

Intersectionality

With the announcement that Democratic Presidential candidate, Joe Biden selected Kamala Harris as his Vice-Presidential running mate, the internet and media worlds lit up with an incredible range of responses. Most of the statements, however, have not focused on Ms. Harris’ political position on various matters. Most of the statements have focused on her gender, race, or ethnicity, in other words, her intersectionality. As the first woman of Indian and Jamaican descent to be nominated (presumed at the time of this writing) Vice Presidential candidate by one of the two major political parties in the United States, comments regarding Ms. Harris’ intersectionality have abounded. Kamala Harris identifies as a Black woman. She is representative of millions of Americans of mixed ‘race’ and ethnicity. Many of us were deeply, positively impacted by having a President who was of mixed race when we elected President Barack Obama. Now, we have that opportunity again. The opportunity is to normalize and embrace our intersectionality rather than engage in debates over how Black or how Indian Ms. Harris is. At Inclusion Strategy Solutions LLC, we discuss intersectionality in many of our workshops. I, for example, cannot dissect my intersectionality. I cannot only be a woman today, without being a person who is in her 60s, or someone who is half Puerto Rican and half Irish descent. All of my distinct demographic identities combine to make me who I am. They have always shaped and impacted how others see me, respond to me, and treat me. I am the sum of my parts. I am the sum of my experiences and perceptions. I do not need to be aware of the cause and effect of those perceptions for them to exist. I, like Kamala Harris, am among the ‘offspring of the colonial embrace’ – a phrase first coined by Paul Scott, author of The Jewel in the Crown. We have European, African, Asian, and Native American DNA to varying degrees. Kamala Harris is not Indian or Jamaican or African or European, she is American, very American. I love Aurora Levins Morales’ poem, “Child of the Americas” for this specific reason: we are new and cannot go back to those elements of which we are comprised.

Is the Candidate Qualified?

We have an opportunity to pay attention to how we describe and define each other. Kamala Harris is many things as a human being. The most important things that we need to focus on in determining if she should be the next Vice President of the United States, is her qualifications for the position. As a Senator, a former State Attorney General, and a former District Attorney, Ms. Harris clearly meets the qualifications of a dedicated public servant who knows the law and has navigated the pressures incorporated in the positions that she has held.

This is not a political endorsement, but rather an illustration of the recommendations that we make to our clients on a regular basis. When asked for assistance with increasing diversity in organizations, especially at the leadership level, we are often given the proviso that the candidates need to be qualified. My consistent response is that you should never even interview a candidate who does not meet or exceed the qualifications for the position, even if the candidate is a white male. I will further argue that, based on the adversity that Ms. Harris has had to contend with as the child of a Black man and a brown woman, both immigrants, she is more qualified than one who has had a life of privilege. Privilege, for anyone who bristled when reading the previous sentence, does not mean that your life is free of grief or adversity, but that people of color, especially women of color have to deal with all of those things on top of the double edged sword of living in a world rife with racism and sexism.

Representation

When I think about the question: What difference does difference make? The answer to me is obvious: Difference makes a tremendous difference! I did not have a single Puerto Rican teacher until I was in college and did not have any Puerto Rican professors in graduate school. This is astonishing to me still as one who was born and raised in New York City. I had a Puerto Rican baseball coach as an adolescent and he provided me with an incredibly positive role model as a man of color who, despite tremendous odds, achieved his master’s degree. Kamala Harris represents so many people who are not accustomed to seeing people like themselves in positions of power. She represents so many people whose parents came to the United States because of its reputation as a democracy where anyone, everyone has an opportunity to succeed. That representation also means that issues of importance to women, Black people, children of immigrants, people of mixed race and heritage, have a greater likelihood of their concerns and issues being addressed.

To those who are threatened by difference, I want you to think about your role models, mentors, teachers, influencers. Who in your world has held a mirror up to you so that you can see your future self? Who has created a bridge for you to cross from poverty to economic stability? Who shared stories of overcoming obstacles so that you could have hope of a better, brighter future? Those of us who are the majority of the human beings on this planet have had too few of those representatives. Kamala Harris has not been successful because she is a woman of color, but despite being a woman of color who had to and continues to overcome barriers that most white people cannot even begin to imagine. Representation matters. History matters. If we are to create a future based on equity and inclusion, difference matters.

Onward!

Wendy Amengual Wark
Partner
Inclusion Strategy Solutions LLC

New York City
August 16, 2020

Wendy@InclusionStrategy.com
www.InclusionStrategy.com

 

The Best Ways to Hold Companies Accountable for Increasing Representation of Black Senior Leaders

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It is always affirming to be asked to provide an opinion on diversity matters as a diversity expert. Matthew Boyle a journalist with Bloomberg Business asked me:  What have you learned about the best ways to hold companies accountable for increasing representation of Black senior leaders?

Here is my long response to Matthew. (The referenced article is linked below.)

Organization’s C-suites, Boards of Directors, and shareholders can hold each other and, most importantly, themselves accountable for increasing representation of Blacks (and Latinos and Females) in leadership by following a simple set of protocols:

  1. The skills and competencies required for the role are established (rather than requiring an MBA, for example, because the person who had the job for thirty years had an MBA).
  2. A job description is developed based on the actual Bona Fide Occupational Qualifications (BFOQs) for the position.
  3.  Long lasting relationships are developed with organizations that facilitate the recruitment of Black, Latino, and Female candidates by Board and C-Suite Members, in addition to HR staff.
  4. Through our “Unconscious Bias” and “Inclusive Recruitment through Hiring” Workshops, my partner, Paula Edgar and I help hiring committee members to become aware of  and manage their implicit or unconscious biases regarding candidates (biases regarding candidates names, addresses, colleges, etc.) when screening resumes and conducting interviews.
  5. Organizations that are serious about diversifying their leadership designate a minimum acceptable percentage for candidates who are Black, Latino, or Female for leadership positions. An agreed upon percentage of those being interviewed for leadership positions are reserved for Black, Latino, or Female candidates. This is not a hiring quota. It is not a lowering of the bar or standards of an organization. Everyone who is interviewed must meet or exceed the requirements for the position. It is  acting on a commitment to increase diversity at the senior level of an organization.
  6. Inclusion Strategy Solutions LLC  has established interviewing methodologies to minimize the impact of those biases including: developing uniform interview questions; managing the way that those questions are asked; and establishing consistent protocols for how candidates are ranked and selected by the hiring committee.

These are tangible, measurable best practices that can be implemented by any organization regardless of size or sector. 

“Walmart’s Black Executives Lost Ground Since Five Years Ago” by Matthew Boyle Bloomberg Business, June 18, 2020

If your organization is not being strategic about increasing diversity at all levels, isn’t today the perfect day to begin?

Onward!

Wendy Amengual Wark
Partner
Inclusion Strategy Solutions LLC

June 18, 2020

 

Genuine Change Requires Genuine Self-Examination, Strategies, and Transparency

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Genuine Change Requires Genuine Self-Examination, Strategies, and Transparency

Help!

During the past week my partner, Paula T. Edgar and I have received at least two dozen requests for help from potential clients. These requests have varied in terms of the specific type of help that they were seeking, but mostly people wanted help drafting their “Black Lives Matter” statements. Several people reached out asking if they could “pick our brains” (aka get free consulting), but that is the subject of another blog post. We have provided several of our clients with feedback on their statements, which is totally appropriate as Diversity, Equity, and Inclusion (DEI) consultants. These statements should be personal and reflect an organization’s culture and history. (Please see Paula’s blog post “Say Something. Organizations Cannot Be Silent About Black Lives.” ) In other words, if you want to make a statement about an emotionally and politically charged issue, it really needs to be genuine. Here, as an example, is the statement that Paula and I released on “Black Lives Matter” last week.

We get frequent requests from potential clients interested in diversity, equity, and inclusion work that fall in the ‘window dressing’ (not really genuine) category. Some examples:

“We don’t have the resources to do a whole DEI assessment or strategic plan. Can you just give us a checklist of dos and don’ts?”

“We have had several ‘issues’ lately. Can you do a 45-minute webinar on unconscious bias?”

There are many more examples that I could share, but you get the idea. Racism, bias, inequity, and exclusion have dominated human interaction for millennia and yet people expect this to be effectively addressed by a single 45-minute ‘diversity workshop’ or an email from the CEO expressing their commitment to being inclusive. These ‘strategies’ give meaningful diversity and inclusion efforts a bad name.

The Walls Are Porous

The walls are porous. I have been saying this for a very long time. What I mean is that what happens out in the world impacts people inside of the walls of the office or hospital or restaurant where they work. Whether employees are comfortable discussing the Black Lives Matter protests or not, does not mean that they have not been impacted by racism and violence against Black people. The devastation resulting from the Coronavirus on a global scale has made this point painfully clear as many people are doing their jobs while being out in the world. The new workplace walls might be one’s bedroom or closet or kitchen walls. WFH (working from home) is what many ‘non-essential’ employees have been doing for the past few months. It is impossible for any organization regardless of function or size, to avoid being impacted by this pandemic. There have been hundreds of articles providing advice on working and managing from home. (I wrote a blog and presented a webinar on this in March: “10 Inclusive Management Best Practices for Remote Teams” ) The challenge of navigating the Coronavirus and its impact on the workplace was greatly compounded on May 25th.

On May 25th, the video of George Floyd being murdered by Police Officer Derek Chauvin ‘went viral’ and the traumatic impact was immediate. I have conducted thousands of investigations of allegations of discrimination in my career. It is exceedingly rare that ‘smoking gun’ evidence exists. The almost 9-minute video (which is extremely difficult to watch) is more than a smoking gun. In response, protests calling for justice and asserting that Black Lives Matter have been happening in cities and small towns from the United States to New Zealand and include people of all races, ages, genders, and religions. The protests have been inclusive and effective. Elected and appointed officials across the country are scrambling to write and pass legislation that creates accountability and transparency for law enforcement agencies and protects people from hate crimes. As with the Black Lives Matter’s protests in 2014 and 2016 White people have marched alongside Black people to call for justice. Unlike in 2014 and 2016, however organizations have had to acknowledge the impact of these events on their employees and customers and figure out if, and how to address and share their position on Black Lives Matter.

In the midst of the complicated process of trying to bring staff back to work safely (as more and more states ‘open up’ during the current recession of Coronavirus cases), leaders also have to assess the impact of institutional and systemic racism on their organizations.

The walls between the members of your organization and recent events have virtually disappeared. People are streaming life; and personal-life and work-life are now blended. So, the porosity of walls – when external issues seep into and impact an enclosed space (office) – has become more complicated for organizations to manage.

In every organization, employees have been disparately impacted by the Coronavirus. Black and Brown people have been disproportionately impacted by the Coronavirus in terms of infections and deaths. Some employees have had family members die because of the virus, some employees have had the virus and are struggling to fully recover and deal with its long-term impact on their lives. Others are primary care givers of a family member with the virus or must cope with their kids not going to school or summer camp. People are being bombarded by a tremendous amount of negative news and images. All the above is impacting our ability to sleep, eat properly, relax, renew, and refuel. We are asked: “How can you expect organizations to manage DEI during all of this?” My response: how can you not? DEI impacts everything that is happening now. So, now is the time to mindfully address your organization’s DEI issues. 

Do The Work

Inclusion takes work. Equity requires an investment of time, money, and other resources. Inclusion doesn’t happen organically. No one wants to hear that. Potential clients sometimes think that when we recommend a thorough, multi-leveled and strategic approach to DEI that we are simply trying to sell them more services. We are not. We are being genuine with you and we know what works

Paula and I try to explain that a coordinated and sustained effort is required to achieve healthy organizational change, especially if the organization has a demonstrated history of racism or other forms of discrimination. Employees need tangible evidence that leadership is serious in words and deeds about creating inclusion.

If your organization has not done anything in the DEI sphere, say so, along with sharing your commitment to change. If your organization has had false starts in terms of your DEI efforts, say so, while sharing how you have learned from those failed efforts. If your organization has done some genuine DEI work and realizes that the elusive goal of being an inclusive organization requires ongoing work, say so, while mapping out how you intend to continue doing this vital work! Expect that those who are reading your “Black Lives Matter” statement can read between the lines and determine how genuine you are based on what you do and do not say. Members of your organization know what you have and haven’t done in the past and so, if you distort that history, they will know that you are not being genuine or transparent.

Be Strategic

I have been writing and talking about the importance of (DEI) being part of an organization’s strategic planning process for years. We do not recommend that you invest in a strategic planning process and then, three months later stitch on a DEI patch. That “patch” will inevitably fall off after minimal wear. DEI needs to be woven into your strategic planning process – from the beginning. All stakeholders need to be part of the process – from the beginning. Organizations need to be prepared to implement the strategies that they commit to and establish a budget and other resources for that purpose. The plan needs to be communicated to all staff and key stakeholders along with an invitation for their participation and feedback. Too often, executive teams craft DEI statements and plans in a vacuum without inviting the input of those most deeply impacted by the outcomes of those plans. The fear of hearing the truth does not make the truth disappear. Many organizations reach out to us for help in cleaning up the messes that result from not being genuine in the first place.

Be Transparent

Once you have crafted a collaborative, time bound DEI strategy, complete with accountabilities and dedicated resources, you need to communicate that plan to those impacted by it. Then, you must actually carry out the plan, to the best of your ability, including modifications as needed for unexpected situations such as, the Coronavirus. Communicating a plan without carrying it out will make it difficult for employees to trust that your commitment is sincere, especially if there have been DEI challenges in the past.

Self-Examine

Organizations need to conduct a DEI assessment so that they can incorporate the findings into their DEI strategic planning process. A rigorous assessment will employ methods that make it safe for all employees to share their perspectives and challenges including: an anonymous DEI survey, confidential interviews, and focus groups. A review of an organizations’ DEI histories, documents, prior DEI training efforts, and public image, including social media should also be conducted. (It is amazing that in 2020 many organizations have websites that require multiple clicks before there is any hint of where they stand on diversity, equity, and inclusion. That is too many clicks for most people to bother with.)  

These best practices are developed to support an organization’s unique culture and sub-cultures. Asking us to come in and facilitate a workshop without having a clue as to what DEI issues the members of your organization are struggling with is like asking a doctor to prescribe medication without conducting an examination. The results can be unhealthy and require more serious treatments. Many organizations waste an incredible amount of resources by not making an appropriate investment in the first place. DEI workshops should be customized (by experienced, qualified professionals) to meet the specific needs of your organization. This can only be established through an unbiased (externally conducted) DEI assessment and collaborative DEI strategic planning process.

We really want to help you and I am being genuine when I tell you that with very rare exceptions, we can. The question that you have to ask yourself is: “How much do I want to change?” (That is an intentional double entendre.) If you want genuine change within your organization, then you need genuine self-examination, strategies that have been developed mindfully, and transparency about your history, intentions, and commitment.

If you want genuine change, isn’t today the right day to begin?

Onward!

Wendy Amengual Wark

June 10, 2020

Postscript:

I have written blog posts in the past about the tragedy of racism and specifically, about Black people who have been murdered by police officers. It is chilling to re-read these posts that are four and six years old. Today, we are experiencing continued violence against Black people and in response hundreds of thousands of people have taken to the streets despite the risk of contracting the Coronavirus. Legislation is being submitted at the Federal, state, and local levels to create accountability and transparency of law enforcement agencies. The good news is that many, many organizations realize that they cannot stay silent regarding their position on “Black Lives Matter.” This makes me optimistic. They are embracing the need for genuine change. We can do this. It will not be easy, but we if we are willing to do the work, can do this – together.

My July, 2016 blog post, “In Light of Recent Events” Addresses strategies that employers can implement to support employees traumatized by the murders of Alton Sterling and Philando Castile.

In December of 2014 I wrote, “Divided We Fall” about the responses to the murder of Michael Brown in Ferguson, MO.

 

Black Lives Matter

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Black Lives Matter. 

Inclusion Strategy Solutions LLC was founded on the principle that we must work to accomplish equity and inclusion for all people by educating and encouraging self-reflection and empathy. We assert that Black Lives Matter because throughout the history of the United States of America, Black lives have been restricted, endangered, and ended by institutional and systemic racism. We assert that every one of us must do what we can to fight racism and to be affirmatively anti-racist. We are committed to this based on our personal perspectives, our academic research, and our professional experiences. The methods we employ to value and save Black lives must be strategic, intentional, and collaborative, and must be informed by history and knowledge. This is more than a movement to us. This work is critical for the future of our nation and future generations who should be able to sleep, walk, run, breathe, and live in peace.

To this end we want to share a few resources:
Anti-Racism Resources Compendium
Equal Justice Initiative

If you or your organization needs support in navigating these challenging and pivotal issues, we encourage you to reach out to us.

Wendy and Paula

Wendy Amengual Wark                                                                   Paula T. Edgar, Esq.
Partner                                                                                                 Partner
Wendy@InclusionStrategy.com                                                    Paula@InclusionStrategy.com
                                                        www.InclusionStrategy.com

 

 

Accountability Assures Organizational DEI Success

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Who ‘owns’ diversity, equity, and inclusion (DEI) at your organization? Often, the responsibility for the success, or sadly, the primary accountability for the failure of an organization’s DEI initiatives belongs to the Chief Diversity Officer (CDO) or head of HR. In many organizations, these individuals do not report to the CEO or president, but to the Chief of Staff, Chief Administrative Officer, or the CFO (this last, for reasons that escape us). Successfully advancing DEI requires direct engagement from the C-suite, direct reporting to the CEO by the CDO, and holding all members of the organization accountable in tangible ways.

There is considerable evidence showing that organizations with successful DEI programs have two key components: genuine, organic, interest of at least 10% of non-managerial staff and a demonstrated commitment of executive staff, most importantly the head of the organization.

Commitment is demonstrated in multiple ways. Holding oneself and one’s team members accountable for both the success and failure of the DEI mission, vision, and goals is the most critical.

That accountability can be demonstrated by measuring not only demographics, but participation in DEI initiatives, such as DEI strategic planning, membership on a DEI council, being a mentor or protégé, participation in educational workshops and sponsorship of cultural events (internally and externally). Despite clear opportunities to demonstrate commitment and accountability, how many CEOs actually attend diversity conferences? How many CDOs report directly to the head of their organization?

If you are looking for strategies to drive accountability at your organization, you can encourage your CEO to join 900 other leaders by signing the “Pledge to Act On supporting more inclusive workplaces.” https://www.ceoaction.com/pledge/ceo-pledge/ The pledge includes several tangible commitments including a commitment to “create accountability systems within our companies”. Signatories are not just in the corporate sector. Leaders in academia and in the non-profit sector have signed the pledge as well. Individuals can also sign the “I Act On Pledge: I pledge to check my bias, speak up for others and show up for all.”  https://www.ceoaction.com/pledge/i-act-on-pledge/ This can be encouraged across an organization as a part of implementing organizational DEI change.

A similar initiative was launched by the UN in 2000. The Global Compact for Gender Equity https://www.unglobalcompact.org/  has been signed by 10,409 companies in 173 nations (599 in the US) and requires a financial contribution based on an organization’s level of participation and time-based goals for creating gender equity.

These types of pledges are powerful because of the public declaration of commitment to inclusion and equity that potential clients and employees can use to help determine whether they will patronize a particular organization or seek employment there.

Whatever approach an organization takes to create and sustain accountability for their DEI success must align with and support the organizational mission and culture. One size does not fit all when it comes to DEI strategies and so an organizational assessment (including anonymous DEI surveys of board members and staff, including the C-suite), will help to determine what will work for you. Additionally, DEI strategic planning is a key component of success in this area. DEI strategic planning should be part of any organization’s overall strategic planning process and should be facilitated or guided by established DEI practitioners.

The strategies outlined above are not a burdensome drain on organizations with even limited resources. While these practical investments in an organization’s well-being are recognized as best practices, demonstrate commitment to DEI, and motivate and engage employees, they are still very rare. These practices are directly supported by categories 1 (D&I Vision, Strategy, and Business Case); Category 2 (Leadership and Accountability); and Category 3 (D&I Structure and Implementation of the Global Diversity & Inclusion Benchmarks, which provide specific guidelines and standards for these strategies. [Learn more here: http://centreforglobalinclusion.org/ ] 

If your organization is not holding everyone accountable for advancing diversity, equity, and inclusion, isn’t today a great day to begin?

Wendy Amengual Wark and Paula T. Edgar, Esq.
Partners, Inclusion Strategy Solutions LLC

February 24, 2020

Wendy@InclusionStrategy.com
Paula@InclusionStrategy.com
www.InclusionStrategy.com