Celebrating Diversity: Andrea Grant On How To Build Inclusive Communities
An Interview With Vanessa Ogle
Effective communication is vital in fostering inclusion. When we express our thoughts clearly and listen earnestly, we build a bridge that can accommodate diverse perspectives.
In a world where diversity is often acknowledged but not always celebrated, we are taking a step forward to highlight the importance of inclusivity in building strong, vibrant communities. This series aims to explore the various facets of diversity — be it racial, cultural, gender-based, or within the differently-abled community — and understand how embracing these differences strengthens our social fabric. As part of this series, we had the pleasure of interviewing Andrea Grant.
Andrea Grant, CEO of Grant Consulting Group, is a beacon of leadership in fostering inclusive communities. With a wealth of experience in career development and human resources, Andrea has become a sought-after voice for her commitment to diversity, equity, and inclusion. She proudly holds the Top Facilitation Voice badge on LinkedIn as a testament to her influence. Andrea’s passion lies in guiding organizations toward creating environments that embrace differences and celebrate the strengths diversity brings. As CEO, she inspires positive change and promotes inclusivity on both professional and personal fronts.
Thank you so much for joining us in this interview series. Before we dive into our discussion about celebrating diversity, our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?
Thanks for having me in this interview series! Sure thing, I’m happy to share my career journey. Growing up, my folks faced the challenges of segregation, dealing with systemic barriers and racism. Seeing them fight against it sparked my drive for change. They believed breaking down these barriers wasn’t just a civil rights thing but a personal mission, laying the foundation for my career choice.
Taking their values, I merged my passion for equality with practical know-how through HR and business courses. Digging deeper, I specialized in diversity and inclusion standards like ISO 30415:2021 and got the lowdown on Section 508, ADA, and other relevant laws. This mix gave me the tools to make fundamental changes systematically.
Understanding diversity and inclusion is one thing, but grasping the legal side is crucial. Navigating complex frameworks is critical to turning ideals into concrete actions. That’s where my skills come in — turning justice and equality from concepts into measurable outcomes.
Can you share an interesting or hopeful story where spending time with someone who did not look like you or who was different from you taught you something that has been useful to you?
Back in my childhood, I struck up an unlikely friendship with someone who, at first glance, seemed worlds apart. They came from a white family deeply rooted in southern heritage, with ties to the Confederacy. Our worlds, rarely intersecting with people of color, were drastically different.
Our connection, though unexpected, was sparked by the unbiased view of youth and a twist of fate — my dad’s job as a police officer. Somehow, this detail gave me access to a circle that might have stayed closed.
Spending time with this family taught me much, not just about them but the human ability to connect beyond surface-level differences. The most impactful lesson was realizing that beneath the layers of race, culture, and history, we’re fundamentally similar in our human experiences.
What became clear from this experience was a simple truth: appearances can be misleading. The values we hold, the emotions we share, and the dreams we pursue often overshadow the visible differences.
Furthermore, this friendship highlighted the potential for positive conversations even in the face of conflicting ideologies. It showed that personal interactions can subtly shift perceptions in spaces resistant to change.
These early lessons guide my Diversity, Equity, and Inclusion (DEI) work. It’s not about forcing belief transformations or compelling hearts and minds. Instead, I see my role as influencing behaviors and shaping outcomes. It’s in the concrete, observable changes that inclusivity truly takes root.
You are a successful leader. Which three character traits do you think were most instrumental to your success?
My journey to success has been shaped by three essential character traits: integrity, resilience, and discipline.
First and foremost, integrity has been my guiding principle. Upholding honesty and ethical conduct in personal and professional realms has earned me trust and credibility. It forms the foundation of authentic connections and fosters a positive reputation, crucial elements in any leadership role.
Resilience has been my constant companion on this journey. Navigating challenges, setbacks, and uncertainties is inevitable in leadership. The ability to bounce back, learn from experiences, and maintain a forward-looking perspective has been pivotal in overcoming obstacles and driving continuous growth.
Discipline has served as the backbone of my success. Consistent effort, time management, and a commitment to goals have allowed me to stay focused and productive. Discipline extends beyond individual habits — it permeates through teams, creating a culture of accountability and high performance.
In essence, the synergy of integrity, resilience, and discipline has driven my achievements, shaping me into a successful leader.
Can you please share a story or example for each?
Integrity: Early in my career, I was tasked with investigating allegations of harassment and discrimination within a prestigious organization. Uncovering the truth, I found that the complainant had been a victim of workplace inequity. However, I faced a profound dilemma when the client requested me to manipulate the truth to fit their narrative.
Choosing integrity over financial gain, I delivered an honest report and advocated for the wronged individual. Despite losing a $30,000 contract, the accurate measure of success became clear: conducting oneself with honor. This experience reaffirmed that integrity is a principle and an emblem of personal and professional identity.
Resilience: Becoming a parent of a special needs child reshaped my understanding of resilience. Navigating the uncertainties, adapting to unpredictable variables, and advocating tirelessly for suitable educational accommodations required a strength I never knew I possessed.
Embracing adaptability and offering myself grace during triumphs and setbacks became my silent rebellion against despair. My family and faith became my sanctuary, empowering me to navigate the highs and lows of our extraordinary ordinary. In this journey, I learned that success is not static but moves and breathes with the pace of our lives.
Discipline: Discipline, instilled by my father’s teachings, has been the cornerstone of my successes. Starting with the mantra “To be on time is to be 15 minutes early,” this habit permeated every aspect of my life. Arriving early became a tool for preparedness, focus, and proactive decision-making.
In academia, discipline fueled diligent study habits, resilience in rejection, and perseverance. This approach translated into a stellar reputation personally and professionally, earning trust and support. Discipline guided career progression, showcasing that a well-executed plan can lead to significant advancement.
Recognizing when to withdraw strategically became a valuable aspect of discipline. It’s about recalibrating, removing oneself from unproductive environments, dead-end projects, or habits that need readjustment. This disciplined approach isn’t about giving up but starting anew more wisely.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. Can you share a personal story that highlights the impact of diversity and inclusivity in your life or career?
In the solemn task of writing my father’s obituary, I unraveled the profound impact of his quiet crusade for solidarity and service spanning from the early 1960s to his last breath in 2022. As a dedicated law enforcement officer and first responder, he navigated a society fractured by prejudice and misunderstanding. Despite the weight of these societal fault lines, he persevered with valor, consistently extending a hand of humanity across divides.
The process of composing his obituary transcended a mere tribute; it became a journey through his life’s silent battles. The words I penned revealed a mosaic of moments showcasing his unwavering commitment to others, often at significant personal risk. His creed of service above self embodied a walking testament that barriers could be broken by bravery and bias nullified by benevolence.
Reflecting on my father’s legacy, I internalized pivotal lessons. His life illuminated the quiet warriors among us, those who shape the world with gentle fortitude without seeking spectacle or accolades. It taught me that beneath our outward differences, we share the same desires for acceptance and understanding. This realization transformed my perspective, instilling an obligation to approach others with an open mind and heart.
My father’s unspoken dialogues and concealed contributions to diversity and inclusion imparted a profound truth: our humanity is interwoven, and acknowledging our shared experiences is essential for fostering empathy and enacting lasting change.
This personal tale honors the ethos my father lived by, and I carry on the quest to build bridges where walls once stood. I am vividly aware that in every soul’s story lies a lesson of love and unity waiting to be learned, encapsulating the essence of diversity and inclusivity.
In your opinion, what are the key elements that make a community truly inclusive, and how can these be fostered on a larger scale?
At the heart of creating a genuinely inclusive community lies the fundamental principle of accessibility, encompassing physical, communication, and social dimensions. Physical accessibility ensures that buildings, parks, and transportation are ADA-compliant, eliminating barriers for those with mobility challenges. Communication accessibility involves providing translation services and materials in multiple languages, catering to diverse linguistic backgrounds. Social accessibility fosters a culture where all contributions are valued, and anti-bullying
policies safeguard against exclusion or marginalization. To cultivate inclusivity on a larger scale, education and workplaces should implement programs and training to support diverse needs, offering equal opportunities for professional development. Government regulations can mandate accessibility, and community engagement through events and forums can address barriers individuals face. Technology integration with real-time translation apps and personalized learning platforms also contributes to a more inclusive society. By embracing these key elements, communities can foster environments where every member has the opportunity to thrive, celebrate differences, and promote mutual respect.
Based on your experience and research, can you please share “5 Ways We Can Build Inclusive Communities”?
Inclusive communities are the cornerstone of a vibrant, fair, and thriving society. They offer everyone an equal opportunity to participate fully in social, economic, and political life regardless of background, identity, or ability. Below are five strategies we can employ to build such communities, with examples to illustrate these approaches.
1. Communication: The Respectful Bridge
Effective communication is vital in fostering inclusion. When we express our thoughts clearly and listen earnestly, we build a bridge that can accommodate diverse perspectives.
Example: Consider a public forum organized by a local council to discuss neighborhood safety. By ensuring there’s a platform for every group — youths, older people, or non-native speakers, and by providing real-time translation services if needed — the dialogue becomes genuinely inclusive.
2. Seek First to Understand: The Walk in Others’ Shoes
To build inclusive communities, we must make a sincere effort to understand where others are coming from. This empathy allows us to appreciate each individual’s unique challenges and contributions.
Example: When a new family from a different cultural background moves into a neighborhood, organizing a welcome potluck where each person brings a dish from their culture can be a beautiful way to learn about and celebrate diversity.
3. Assume Positive Intent: The Benefit of the Doubt
When misunderstandings arise, assuming positive intent can prevent conflict escalation. Giving others the benefit of the doubt encourages trust and openness within the community.
Example: A resident needs to understand a new zoning proposal as detrimental to the local park. Rather than responding defensively, the city planners invite the concerned residents for a detailed discussion, assuming that the root of the concern is love for the community space.
4. Give Space and Grace: Room to Grow
Recognizing that only some have the same understanding or experiences allows room for growth and learning. Giving space and grace nurtures an environment where all can contribute meaningfully.
Example: A community center provides a range of classes, from different ethnic dances to tech literacy programs for seniors. By accommodating diverse interests and learning paces, it becomes a hub where the
entire community can find a way to participate.
5. Don’t Take it Personal: Life’s Mosaic
We are each a product of our own experiences. We foster a more tolerant community by not taking things personally and accepting that our worldviews can differ significantly.
Example: During a town hall meeting, disagreements escalate regarding holiday decorations in public spaces. The organizers remind everyone that the diversity of opinions reflects the rich tapestry of the community and that this is a strength rather than an obstacle.
How do you measure the impact and success of diversity and inclusion efforts, and what changes have you seen as a result of these initiatives?
Measuring the impact and success of diversity and inclusion (D&I) efforts involves a multifaceted approach, encompassing both quantitative and qualitative assessments. One crucial metric is workforce demographic data, scrutinizing the composition of employees across various dimensions such as race, gender, and ethnicity. An increase in diversity within the organization is a tangible sign of progress. However, more than merely representation is needed; examining employees’ experiences through surveys and focus groups is essential to gauge their sense of inclusion and belonging.
Employee engagement and satisfaction surveys are pivotal in understanding the workplace climate. Assessing whether individuals feel valued, heard, and supported in their roles provides valuable insights into the effectiveness of D&I initiatives. High retention rates and low turnover among diverse talent further signify a workplace where individuals from varied backgrounds find professional fulfillment.
Performance metrics also play a role in evaluating the impact of D&I efforts. Tracking underrepresented groups’ career progression and participation in leadership positions provides a concrete measure of inclusivity. Additionally, monitoring the implementation of unbiased hiring practices and fair promotion policies helps ensure opportunities are distributed equitably.
An organization’s external reputation and relationships within its community are equally critical indicators. Positive changes in how the company is perceived externally, partnerships with diverse suppliers, and active involvement in community outreach initiatives contribute to a holistic evaluation of D&I’s success.
Reflecting on tangible changes resulting from these initiatives, organizations often witness a more vibrant and collaborative workplace culture. Teams benefit from diverse perspectives, fostering creativity and innovation. Employee morale and productivity increase as individuals feel a stronger sense of belonging. Furthermore, the organization’s reputation as an inclusive employer becomes a magnet for top talent.
In essence, the impact and success of diversity and inclusion efforts extend beyond numerical metrics; they manifest in the organization’s cultural fabric and its ability to attract, retain, and empower a diverse workforce. Companies can ensure that their D&I initiatives create meaningful and lasting transformations through continuous assessment and adaptation.
You are a person of great influence. If you could start a movement that would bring the most good to the most people, what would that be? You never know what your idea can trigger. :-)
The Mind Matters Movement
The Vision:
Imagine a world where talking about your mental health is as everyday as discussing a broken arm, where seeking treatment comes without whispers or stigma. This is the world The Mind Matters Movement envisions — a society where mental wellness holds equal importance to physical health, and every individual has the freedom and support to seek the care they need.
Central Issue:
Mental health, invisible but integral to our lives, has long been shrouded in misunderstanding and cultural stigma. The Mind Matters Movement aims to destigmatize mental health, transform societal attitudes, and expand support systems. In our society, we address physical illnesses with empathy and urgency; it’s time we treat mental health conditions, from depression to anxiety to bipolar disorder, with the same level of seriousness.
Primary Goals and Objectives:
1. Promote Mental Health Education: Educate the public about mental health to dismantle myths and combat stigma.
2. Reform Language Surrounding Mental Health: Encourage positive, respectful language, discouraging using pejorative terms such as “crazy” or “insane.”
3. Increase Access to Mental Healthcare: Improve pathways to access quality mental health care for all, regardless of economic status or geographical location.
4. Implement Mental Health into Healthcare Systems: Advocate for mental health screenings as a routine part of healthcare check-ups.
5. Support Mental Health Workplaces: Encourage employers to treat mental health days concerning sick days for physical ailments.
6. Foster Community Support Systems: Create community networks offering support and companionship for struggling people.
Join The Mind Matters Movement:
Our collective action begins with a simple step — conversation. Talk openly about mental health experiences. Support your peers by listening without judgment and advocating when you witness stigma. Demand better from your healthcare providers, policymakers, and workplaces.
Together, we can build a world where our mental well-being is not an afterthought but a priority. Mental health is health.
How can our readers further follow you online?
LinkedIn www.linkedin.com/in/andrea-n-grant/
Website www.grantsconsultinggroup.com
Thank you for the time you spent sharing these fantastic insights. We wish you continued success in your great work!
About The Interviewer: Vanessa Ogle is an entrepreneur, inventor, writer, and singer/songwriter. She is best known as the founder of Enseo which she and her team grew into one of the largest out-of-home media and connected networks in the world, serving more than 100,000,000 people annually. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion resulted in amazing partnerships and customer relationships. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Dish Networks to bring innovative solutions to the hospitality industry. Enseo has also held an exclusive contract to provide movies to the entire U.S. armed forces for almost 15 years. Vanessa and her team’s relentless innovation resulted in120+ U.S. Patents. Her favorite product is the MadeSafe solution for hotel workers as well as students and children in their K-12 classrooms. Accolades include: #15 on FAST 100, 50 Fastest Growing Women-Owned 2018–2020, Entrepreneur 360 Best Companies 2018–2020, not to mention the Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year. Vanessa now spends her time enjoying her children, sharing stories to inspire and give hope through articles and speaking engagements. entrepreneurs-to-be with her articles including her LinkedIN newsletter Unplugged. In her spare time she writes music with her husband Paul as the band HigherHill, teaches surfing clinics, and trains dogs.
Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack.
