Diversity and Inclusion, because we're all an asset

 I've noticed a lot of organizations tout diversity and inclusion, as a matter of fact UPS CEO Carol Tome' took to her LinkedIn page celebrating how 'diverse' UPSs new board members were because it was filled with people of color and women. Before I may have seen that post and thought to myself, 'wow, UPS is diverse,' today after listening to Donald Thompson's video, I'm thinking to myself 'are they really diverse?' Yeah, they're diverse when it comes to observable physical attributes, but what about attributes that are beyond physicality? In addition to that, the board is made up of a lot of women, is that really diverse? to have an organization whose primary leader is a woman being led by a group of women? It may represent a different construct in comparison to previous boards and/or boards of other larger organizations, but does that really make it diverse? What type of message does that send to people not of color? or people that are not women? How does this message potentially isolate a group of people or individuals? I definitely understand, recognize, and accept the reality that in professional environments people have been and are discriminated against because of physical attributes. I have observed it, I witnessed it's devastating effects on individuals and teams. It is tragic. I wonder though, (the UPS example specifically) are we seeing the evolution of reverse discrimination and not recognizing or understanding true diversity? If you have the physical appearance of a majority will you not be considered for a role regardless your credential, background, and experience? Would that not be contrary to the concept of inclusion? 

After watching Dr. Thompson's video, I learned to recognize diversity extends far beyond our physical attributes. It applies to culture, background, education, age, religion, disability, diversity of thought, experience, and neurodiversity (Thompson, 2021). Many of these elements of diversity extend far beyond physical appearance and lie deep within the core of an individual. True diversity, equity, and inclusion is not necessarily about creating an image of diversity for public relations, it's more focused on people. Getting to know the people of an organization, creating and establishing a culture of mutual respect and professionalism for everyone in the group. Everyone on the team is an asset, everyone plays a role in the success of the team. Creating this type of culture will help people feel welcome at work. Feeling at home and welcome at work is very important, in some cases we spend more time with the people at work then we do with our own families. By getting to know the people we work with we can create a relationship based on honesty, sincerity, and trust. 

As a leader, it's important to communicate in such a way that represents this value. Getting to know everyone on the team, understanding their backgrounds, histories, beliefs, experiences, etc., will help one recognize the diversity that exists right before our eyes. This is important because how we communicate can easily and quickly marginalize an individual on the team. It's easy to make adjustments to our communication to help others feel included when we can observe the differences of a group e.g. persons of color, different ethnicities, and different genders. That doesn't negate the responsibility to consciously communicate if we do not observe differences in the group. If one looks at a group of white males and makes the assumption they're not diverse and uses that assumption in communicating to that group, a grave mistake is being made. Assuming everyone in the group is conservative has just isolated anyone who is not. Assuming everyone in the group grew up in a rural community has isolated anyone from the inner-city. Assumptions like these in communications may make an individual not feel included. For this reason, it's important to get to know (as best as possible) the individuals that make up a group. It's also important when communicating to operate under the assumption everyone is different, even if they do not appear to be. As a leader it is important to exercise extreme caution when addressing a mass group. It's also a good idea to get to know and understand the culture of the group, for example, communicating with a group composed of computer engineers will require different metaphors than communicating with a group of sales representatives. 

From this video I have learned the importance of utilizing neutral language in communications, and developing neutral communications. Dr. Thompson did a really good job discussing the difference between diversity and inclusion and political correctness, there is a very big difference. While both are focused on conscious communication, one is beneficial at improving environment, and allowing people to feel psychologically safe, the other is focused on stifling communication as to not offend and/or not sharing thoughts based on what is viewed as "politically correct." This stifles communication and detracts from open thought (Thompson, 2021). I feel like applying these lessons to my leadership communications in the future will help me create a more inclusive environment. I would feel devastated if something I said or did made someone not feel like a part of the team. It's important for everyone to feel welcome on the team, everyone is an asset, everyone plays a vital role in the organizations success no matter how big or small that role may be. 

Reference

Thompson, D. (2021). The ROI of diversity and inclusion. Embry Riddle Vantage Point. https://www.youtube.com/watch?v=AiulrECgAnE