Start Talking About Diversity and Inclusion
In the past year, I've been "forced" to think more about Diversity and Inclusion. If I'm honest, it's a matter I really tried to avoid for a while. (If I'm even more honest, this is an article I've put off publishing for a while). I always respected and recognized the importance of a diverse and inclusive world, but wouldn't have necessarily called myself a D & I ambassador. I always had the impression that it was a "touchy subject," like religion or politics. We're often taught that we should stay away from these touchy topics, especially at the dinner table. I wonder where this stems from, although one memory that has stuck with me is hearing the booming echo of arguments between my great aunt and grandfather over George Bush actually at the dinner table week after week. Maybe this memory is why I always imagined these conversations as ticking time bombs, as being avoided or danced around in anticipation of the detonation and explosive aftermath.
The thing I failed to realize is that there is not always an explosion. Dialogues regarding these topics do not always have to result in fights, family fallouts, violence.
A Different Perspective on D & I
Conversations around diversity and inclusion are opportunities. They are important. They are how we work toward ensuring inclusive environments, equal opportunities, diverse, bright, and better futures.
Why are we taught that talking is taboo and why does discussion, the exchange of ideas have to be divisive? A year ago, I participated in a PBS program and weekly segment led by Tracy Yatsko called "Reporters Roundtable." Each week, we gathered as a panel (5 college students) to discuss topics of national, local/regional, and collegiate concerns. Many times, at least one out of the three segments we covered was political. Our "cast" was diverse in itself, but it was our varied opinions, which created such an interesting dialogue for our viewers. In the first episode, I remember holding back, carefully thinking about how I would express my opinion in a non-partisan, non-offensive manner. I wondered how employers, family, friends would judge my views, or how what I said on a televised broadcast would affect my relationships. By the last episode, I became more outspoken on the air. I grew more confident in my own opinions and expanded my knowledge by listening to my colleagues whose opinions, frequently, differed. It was the neatest thing to be a part of.
I give Tracy Yatsko, PBS 39 Reporter and Producer credit for this show. Not only did she create this forum for conversation, but she also created an environment that made us feel comfortable and encouraged to use our voices to share what mattered to us and why. She had the following to share about the program:
“Reporters’ Roundtable was a platform for a safe space where millennials come together with diverse world views and opinions and have an open and honest conversation without fear of being attacked.
Building a relationship behind-the-scenes with each other truly helped the studio turn into a safe space of respect and genuine friendship.
The crew proved that it is possible to have a healthy dialogue on toxic or taboo topics, and still leave the conversation with respecting someone with an opposing opinion.”
My crewmates and I not only left the conversation respecting each other's opinions, we still, to this day, remain friends (shoutout Mohab, Sara, Chantale, and Jack).
A Great Place to Work
In February of last year, a few months after wrapping Reporters Roundtable, I started an internship with a large corporation. My specific department reported to the Chief Diversity and Inclusion Officer. From this experience, I observed the importance of working for a company committed to advancing these ideals and ensuring a "great place to work" for all.
Create your Own “Red Dot” Platform
In May, I applied to give a TEDx Talk in my business school as part of their week of Undergraduate Excellence. When I found out that the parameters were Diversity and Inclusion, I was nervous and a little anxious. Again, I was reluctant to pick a topic that would be too controversial, that would challenge others' opinions, or have others think differently about me from the material I presented. I reflected on my experience on Reporters Roundtable and remembered the resources I had at my internship and quickly switched my attitude. My business college gave me a platform, a small red circular carpet branded "TED dot," to speak about why Diversity and Inclusion was important to me. My talk focused on gender inequality in the workforce. My main point was that in terms of gender diversity, it's not about ignoring differences. It's about addressing them head-on and capitalizing on the strengths of the individual, not his or her gender. To me, this is transferable in talking about every difference that makes us unique, not exclusive to gender.
In terms of diversity, it's not just a matter of the physical diversity of the individual. It's not merely about race or gender, as most assume. It's equally as important to consider the variance of skills, talents, and attributes of individuals within an organization to make the smartest teams, the most productive departments, the most "diverse" and inclusive companies.
Where Does it Originate?
It starts with higher education. I have a great professor named Rolph Anderson, who mentioned this topic in my "Personal Selling" Marketing class this term. I interviewed him and asked him to talk about it with me. Dr. Anderson claimed that it is the "top person's responsibility to make a diverse workforce." Furthermore, he went on to share that the values of the corporation or organization are implemented throughout the entire organization and that if they are not respected, there should be consequences. "Look at whoever is leading the organization," he said.
I continued to ask him how this topic of diversity and inclusion affected his classrooms. He spoke about how critical different perspectives, like those of athletes, international students, both genders, and others, are to creating a productive classroom. Dr. Anderson said that a diverse classroom reminds students that the world is larger than the small classroom where a class is held. It reinforces the idea that learning and business are global, and "brings awareness of society in general." One of my favorite things he said about the benefits of a diverse class is that it is "a microcosm of the world we are living in." Isn't that an exciting idea? That at 20, 21, 22 years old, students get a world-class experience engaging in discussions with others from a completely different background, potentially, with insanely differing ideas. To me, that's the value of higher education. That's where the understanding of the importance of diversity and inclusion in the workforce stems. The exchange of different ideas, cultures, and beliefs leads to more productive, universal, and sustainable solutions and ideas, in business school and beyond.
A Universal Idea
Diversity is not a problem. It's not a bad word, nor a negative conversation. Our apprehension to engage in productive, respectful discussions, our failure to talk with one another - that's where we fall short.
It takes listening. It takes attention. It takes selflessness, care, work. The "work" should be seen as the world's full-time job. It’s also about respect for differing viewpoints. Anyone can learn something even from people he or she may not necessarily agree with. It's all of our responsibilities to make an effort to understand and respect each other’s backgrounds. We need to make a diverse workforce a universal idea, a comprehensive solution to a lack of innovation and productivity. It needs to become everyone's priority, and it needs to start at the top.
