When it comes to diversity, equity and inclusion, there is a focus on the diversity component. We see companies neglect equity, inclusion and the sense of belonging. Often, we see companies share their diversity statements and may even hire a diversity coordinator. Although these are steps in the right direction, they are not nearly enough.
After the murder of George Floyd much of the country was shaken. People of color were not only disturbed by the footage but were filled with concern for their loved ones and plagued by the fear of the same treatment by the police. Countless organizations put out diversity statements almost as if it were a trend. I spoke on a panel a few months ago and the topic of diversity statements came up. A lot of the feedback was similar. “My organization put out a statement and didn’t address the murder of George Floyd with staff”, “No one checked on me to see how I was doing” or “my organization didn’t even put out a statement”. It would have been genuine to check in with staff, have a conversation, share the statement with the team and then with stakeholders. Instead, many companies treated their statements as a marketing opportunity or an addition to the diversity section of their website.
Let’s talk about recruitment and diverse hiring. Posting your job opening on a job board and waiting to see who responds is one way to go about it, but what about reaching out to your network and seeing who else can bring a different perspective to your company. Diversity benefits organizations greatly because of the abundance of perspectives and ideas that can bring about change. If everyone has the same way of thinking, how can an organization grow? Even when you do hire one diverse employee, should you stop there? Absolutely not, I know what it feels like to be the only woman of color in the office. You feel pressure to be the example, you get voluntold to do certain tasks that are relevant to your demographic, and you struggle with assimilating and being your authentic self. Think of it this way, you’re basically going to work every day with no one you can relate to. Sometimes we get a bad rap for being “unfriendly” when in all actuality we are uncomfortable and exhausted. Maybe now you are seeing how having a truly diverse staff can naturally provide an inclusive environment.
It would be helpful to pause and think if you are being sincere and genuine about your diversity efforts. Sure, achieving DEI in your organization has many benefits for the health of the organization but isn’t it long overdue?
About the Author
In Lauren Harley’s current role at the National District Attorneys Association, she serves as the Director of Membership and Marketing, a non-profit association that provides training, technical assistance, and services to prosecutors around the country in support of the prosecution profession.
Prior to that, Lauren served as the Managing Director for The AIDA Reinsurance and Insurance Arbitration Society, ARIAS•U.S. at MCI USA. Prior to joining MCI USA, Lauren served as the Program Manager of Membership Marketing & Association Services for the National Association of Insurance & Financial Advisors (NAIFA).
Her current career accomplishments include being selected as a 2019 ASAE NextGen leader and a 2020 Association Forum Forty Under 40 Award recipient. Lauren is a member of the ASAE Young Professionals Advisory Council member and the Association for Women in Communications DC Metro Chapter.
