150: Diversity, Equity, Inclusion and Allyship

We often hear companies talk about investing in diversity, equity, and inclusion (DEI). But what do those terms really mean? And how can we as managers support DEI regardless of how our organization is approaching it?

In this episode, I share my definitions of diversity, equity and inclusion, and allyship. I explain some of the fundamentals so you can cultivate an inclusive and equitable environment in which all team members thrive.

The full episode guide includes sample agendas and activities to help your team redesign its email practices. Get it when you join the Modern Manager community or purchase the full guide atwww.mamieks.com/store.  

 

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Read the related blog article: How Managers Can Advance Diversity, Equity, and Inclusion In The Workplace

 

Key Takeaways:

• All the ways that individuals differ can be considered an aspect of diversity. Diversity can be visible or invisible, things we’re born with or acquired over time, and inherent in us or by association.  
• Diversity is also about how specific groups of people have been privileged or marginalized historically and across cultures.
• Intersectionality describes how the complex parts of a person come together in ways that compound privilege or marginalization.
• Equity is about removing barriers to full participation, correcting for systemic obstacles, and providing everyone a truly fair opportunity.
• Inclusion is about creating an environment where people feel comfortable to be their authentic self without feeling like they need to code-switch or adjust to fit in.
• Being an ally is about taking on the struggles of the oppressed as your own. Its an ongoing journey that includes making mistakes and learning from them.
• When someone speaks up to let you know your actions or behaviors are not inclusive or equitable, respond as an ally would by centering the impacted, listening and learning, apologizing even though you didn’t intend it, and stopping the pattern. 
• Feelings of guilt, defensiveness, anger and conflict avoidance can lead us to respond in unhelpful ways, including centering yourself, denying that other’s experiences are different from your own, derailing, refusing to center the impacted, tone policing, victim blaming, and withdrawing. 
• Be grateful for the learning opportunities and stay engaged, even when being an ally is hard.
• Pay attention to things like who speaks first during meetings, who gets credit for ideas, who you invest time and energy in developing, and who you turn to for help.  

 

Additional Resources:

• Kimberlé Crenshaw TED talk on Intersectionality 
• A huge thank you to Amelie Lamont for her incredible Guide to Allyship https://guidetoallyship.com/
• Episode 89: Growing into an Inclusive Leader with Jennfier Brown
• Episode 123: Addressing Race and Bias in the Workplace with Aaron Samuels
• Episode 143: How to Support People of Color at Wor