In the more than 13 years that I have worked in Diversity and Inclusion, there’s one question that repeatedly comes up from company employees, conference attendees and new LinkedIn connections, “How do I get involved & land a role in Diversity and Inclusion?”
As America continues to become increasingly more diverse, a company’s attention to this discipline will also increase and those with the background, skill set and passion for the work will be uniquely positioned to add tremendous value. Diversity and Inclusion is already a competitive edge and how you are able to effectively communicate this within your own organization will greatly increase your chances at being tomorrow’s leaders. With this in mind, let’s discuss the 5 things you should know before building a career in Diversity and Inclusion.
1) Know Your Passion – It is one thing to say you’re passionate about Diversity and Inclusion but it’s another to truly mean it. While your entrance into the field might be led by an internal desire to remove barriers and provide equal opportunities for those you self identify with, it is important to remember as a Diversity and Inclusion Practitioner, your passion lies with helping everyone. Never forget that there is no pecking order for equality.
2) Know Yourself – While it is easy to point to everyone else’s bias, it is important to remember bias is a part of the human anatomy. Even you, with all of your passion, have it. Being consciously aware of yourself will only aid in helping you become the authentic leader that is needed to move your company forward. Check out Blindspot: Hidden Biases of Good People in addition to the 20/20 segment, “Born Good? Babies Help Unlock the Origins of Morality.”
3) Know The Numbers – While Diversity and Inclusion includes creating an environment where individuals and groups get along, it hasn’t for years been solely just about that. Companies now, more than ever, need leaders who know the business and understand how Diversity and Inclusion affects Diversity Recruitment, Talent Development and Market Share. Yes, you MUST be able to articulate the Business Case for Diversity and Inclusion. Some key recent articles to focus on are: The Next America: Two Dramas in Slow Motion from the Pew Research Center & The Changing Face of America from National Geographic.
4) Know The Trends – Global trends, statistics and predictions with country by country charts, graphs and comparisons are only the start. You’ll also want to know the implications, recommendations, and practical “to dos” for Diversity & Inclusion Practitioners and Leaders with current, relevant, and actionable data. Thanks to The Winter’s Group, Inc., The Global D&I Tipping Point: 9 Key Trends in Diversity and Inclusion is always on my desk as a current reference tool.
5) Know The Leadership – Some leaders are much further along in their understanding of the implications of not focusing on Diversity and Inclusion (see Apple CEO Tim Cook discuss equal rights in the workplace) while others lag behind their C-Suite colleagues. It is important to be able to quickly assess where a leader is and how to meet them where they are. This means being able to accept a “no” yet optimistically expecting a “yes” while, at the same time, developing strategies that allow your leaders to have their own “Aha!” moments.
Armed with these tools, you will be well on your way to securing the most rewarding career you’ll ever find ~ helping others by building an environment where everyone and every groups fits, is accepted and valued and have the opportunity to contribute to your company’s success.
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