Today, in my role as Chief Diversity, Equity, and Inclusion Officer, I find myself leading others much as I did in my childhood. However, instead of orchestrating neighborhood playtimes, I now find myself at the helm of clients, teams, and proactive initiatives aimed at elevating diversity, equity, and inclusion (DE&I) within the workplace, the broader corporate sphere, and the community at large.
Reflecting on my upbringing in Texas, where Batman was a beloved show, I recall eagerly scripting scenes for my siblings and neighborhood friends to reenact. In those simpler times, devoid of the flashy toys we have today, we made do with what we had: tricycles and bikes standing in for high-tech cars, blankets serving as capes, and sunglasses as makeshift masks. I always took on the role of Catwoman, perhaps foreshadowing the grace and bravery that this line of work demands.
DE&I isn’t a simple concept; it encompasses myriad facets. Organizations must recognize and leverage the diverse identities of their employees, channeling their varied perspectives into driving results and fostering innovation. This diversity of thought is crucial for uncovering new opportunities and propelling business growth.
However, implementing effective DE&I strategies requires careful consideration and tailored approaches. While there’s a growing sense of urgency among organizations to prioritize DE&I efforts, many face challenges in navigating this complex landscape and initiating meaningful change.
Diversity is the representation of various identities and differences.
Equity recognizes that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome.
Inclusion is the engagement of all people to ensure they feel they belong, treated fairly and can bring their authentic selves (ideas, backgrounds and perspectives) to work.
The increased focus on DE&I since 2020 is commendable, but sustaining this momentum is paramount. Corporate social responsibility initiatives present a unique opportunity to effect tangible change. However, genuine progress requires a concerted effort from all levels of the organization, not just HR and diversity leaders.
Empowering leaders to prioritize principles such as Mattering, Marginality, and Belonging can drive meaningful change within organizations. These principles underscore the importance of visibility, inclusion, and support for all employees, ultimately fostering a culture of belonging and driving organizational success.
As we navigate this journey toward greater diversity, equity, and inclusion, it’s crucial to align our actions with our values. Each individual has a role to play in effecting change, and it’s only by working together that we can create a more inclusive and equitable future for all.
Dr. Andrea Hendricks
