Celebrating Diversity: Raphael Williams On How To Build Inclusive Communities
An Interview With Vanessa Ogle
Education: Providing education and JEDI training is crucial for building an inclusive organization. Regular DEI (Diversity, Equity, and Inclusion) training helps individuals understand the importance of inclusivity and equips them with tools to contribute positively. For instance, an organization could implement a DEI training program that includes workshops on unconscious bias, cultural competence, and inclusive leadership. These programs empower employees to better understand DEI issues and contribute to a more inclusive workplace.
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 Raphael Williams.
Raphael Williams, WELL AP, is the Senior A&D Manager at Allsteel, a pioneering company in workplace furnishings and architectural product solutions. Renowned for his ability to foster a positive culture, Raphael is an inspired creator of dynamic spaces and a keen strategist in national business development. He excels at nurturing diverse and impactful organizational relationships, driving both new and long-term business growth. Additionally, Raphael is the Equity Council Co-Chair for the International Interior Design Association’s New York Chapter (IIDA NY), where he is dedicated to educating and informing the architecture and design community about Justice, Equity, Diversity, and Inclusion (JEDI) initiatives, including the Equity Council’s JEDI Action Lab Series.
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?
I moved to New York on a wing and prayer. I wanted to get into fashion, got into fashion, and then realized that it wasn’t for me at that time. One day, 20 years ago during my lunch break at my job in fashion, I received a call from a recruiter asking me if I had ever thought about running a showroom on Fifth Avenue for a furniture company. At the time, Fifth Avenue sounded exciting, and I loved furniture. I interviewed, got the job, and began my career as a showroom manager for The HON Company, quickly advancing to Northeast Territory Manager and eventually Business Development Manager. Those positions landed me at Steelcase and Poppin, where I held various managerial roles. Currently, I am the Senior Manager of A&D for New York at Allsteel.
I fell into this industry, and I have fallen in love with it. I have been welcomed into a strong community of talented people. Joining the International Interior Design Association’s New York chapter (IIDA NY) allowed me to engage more closely with the design community. I love giving back, both personally and professionally. Early in my IIDA tenure, I contributed to advancing healthcare design as IIDA NY’s Healthcare Committee member. I also had the honor of participating in the Sustainable Quilt Committee, raising funds for Free Arts NYC, an organization empowering underserved youth through art and mentoring programs. Most recently, I joined the Equity Council, dedicated to promoting diversity, equity, and inclusion within our industry. I am currently co-chair of the Equity Council, and I am extremely proud of the work that we are doing to make a positive impact in our community and beyond.
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?
Understanding what it means to be teachable, I have learned to be open to the lessons that life brings. With that, I like to believe that we are all capable of teaching and learning. We simply have to be open to recognizing where and when we might need to shift our thinking or our actions. I am reminded of a situation where I met a caring woman who didn’t look like me and was different than I was in many respects. She came into my life at a time in my life (22 years ago) when I needed it and didn’t know it. She taught me life skills that I didn’t know I was looking for. She ultimately gave me gifts that I had forgotten, but that I share with others to this day. Gifts like getting up and showing up for yourself and others as well as the importance of community and giving back. Finally, the strength of empathy and compassion and having that can move mountains. I say a thank you to Charlie Williams every day because her love, kindness and respect reignited the magic that I did not notice had dimmed in me. Those are the lessons I want to share.
You are a successful leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
When I reflect on the qualities that have shaped my success as a leader, I find myself thinking about the leaders who have influenced my journey, particularly my mother, Dr. Shirley Kirksey, and my partner, Dr. Colin Chellman. They both demonstrated the power of compassion in leadership and from them, I learned that true compassion is infused with a deep passion. This passion drives the desire to make a meaningful impact and do work that matters for the greater good. I love what I do because it aligns with my passion for making a positive difference. This commitment to compassion has been a cornerstone of my leadership approach and a significant factor in my success.
Another key trait that has shaped my leadership is authenticity. I decided early on to always bring my whole self to every situation, every room, and every interaction. I believe that people can quickly see through a façade, and maintaining one is not only exhausting but also undermines credibility. By being authentic, especially as a Black man, a gay man, and someone who genuinely cares for others, I strive to be a true example of success for others, including the younger generations I mentor. Authenticity has allowed me to lead with honesty and integrity, which I believe are essential for collective success.
The third trait that has been instrumental in my success is integrity. Integrity, for me, is the foundation of leadership. It involves consistently adhering to strong moral principles and being honest, even when it’s difficult. I believe that a lack of integrity can derail an organization, damaging its culture and reputation, and discouraging future leaders. Trust, built on integrity, is crucial in cultivating a positive organizational culture and fostering growth. My commitment to integrity has enabled me to maintain strong professional relationships across different organizations, as trust is something I have always prioritized and never compromised. Integrity has been the key to my leadership success.
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?
Representation is crucial, especially for the younger generation, who increasingly prioritize diversity, equity, and inclusion when searching for a place to call home in their careers. This has been a significant focus for me as well, and I make it a priority to serve as an example for those who follow in my footsteps. In my role as a mentor to a diverse group of young men and women, I’ve often heard them express that working in a homogeneous environment is unappealing. They seek workplaces that reflect the diverse, inclusive environments they enjoy in their personal lives.
When I was early in my career, seeing a diverse group of people in the workplace was empowering. It gave me confidence that my contributions would be valued and understood by others who could appreciate my unique perspective. I’ve always believed that success is not something to be achieved in isolation. For me, reaching the top is a shared experience, one that’s enriched by the presence of others who have navigated similar paths. Being successful in a limited, exclusive space doesn’t resonate with me. True success, in my view, is about making a positive impact and creating meaningful change for the greater good.
How do you approach and manage the challenges that arise when working towards creating more inclusive communities?
Communities are essential to our well-being, and ensuring their success and sustainability is vital on many levels. When a sense of community is lacking, we often witness the downfall of neighborhoods, businesses, and organizations. To build thriving communities, we must focus on creating environments that reflect the diversity of those within them. Representation is crucial, and to foster trust and a sense of belonging, we need to establish a foundation of inclusion.
Moreover, building allies is a key component in creating more inclusive communities. Allyship is about collective responsibility — where allies actively work to alleviate the burden on marginalized voices. In an inclusive community, allies play a significant role by ensuring that individuals aren’t left to address challenges on their own. Effective allyship recognizes that meaningful change requires the participation of all demographics, making it a powerful tool for redistributing the weight of these efforts and fostering true inclusivity.
Innovative strategies or initiatives have you implemented or observed that effectively promote the importance of diversity and inclusivity?
It’s no secret that Diversity, Equity, and Inclusion (DEI) are crucial to the success of organizations. Research shows that 76% of job seekers and employees consider diversity important when evaluating job offers, and 80% prefer to work for companies that value DEI. Additionally, diverse and inclusive companies are 35% more likely to outperform their competitors, 70% more likely to capture new markets and have 19% higher revenue. Diverse teams are also 87% better at decision-making.
With this understanding, Equity Council, a consortium of designers and industry professionals, is dedicated to promoting equity within our industry. We recognize the opportunity to positively impact the landscape of our community by creating a more inclusive environment that supports growth and success for everyone. Although Equity Council was initially formed within the IIDA NY Chapter, it is intended to function as an independent, open, and inclusive body that welcomes participants regardless of IIDA membership.
Our vision is to establish Equity Council chapters throughout all IIDA regional chapters, creating a global network of resources for Justice, Equity, Diversity, and Inclusion (JEDI) work within the design industry and beyond. This initiative aims to build an inclusive and affirming society, ensuring that our community continues to thrive and grow in a direction that benefits all.
In your opinion, what are the key elements that make a community truly inclusive, and how can these be fostered on a larger scale?
Creating a truly inclusive community involves several key elements: equitable opportunities, inclusive policies, community engagement, and education and awareness.
Equitable opportunities mean ensuring equal access to resources and support, which can be achieved through targeted programs for marginalized groups, mentorship, and professional development. Inclusive policies are essential for preventing discrimination and promoting best practices. These policies should be regularly reviewed and updated, with continuous training provided to staff and leaders to ensure they are effectively implemented.
Fostering community engagement is also crucial. This can be done by organizing events and forums that encourage dialogue and collaboration, using inclusive communication strategies to reach everyone. Finally, education and awareness are vital for promoting understanding and respect for diverse cultures and identities. This can be advanced through educational programs, workshops, and the celebration of cultural events.
By focusing on these elements, we can create a foundation for inclusivity that can be expanded and fostered on a larger scale.
Based on your experience and research, can you please share “5 Ways We Can Build Inclusive Communities”?
I’d be happy to share the four impactful ways in which the Equity Council approaches building inclusive communities, based on our Four Pillars of the Design Industry Pledge:
1. Culture of Inclusion: Building a culture of inclusion involves integrating equity into every aspect of how we work, interact, and design, with a particular focus on uplifting people of color. This foundational element of JEDI (Justice, Equity, Diversity, and Inclusion) progress requires leadership to actively listen to diverse perspectives and ensure that all voices are heard. An example of this is an organization that hosts monthly forums where employees from various backgrounds share their experiences and ideas. These discussions can lead to actionable changes, such as revising hiring practices to ensure a diverse candidate pool or making office attendance requirements more flexible to accommodate different needs.
2. Diversity: To build a diverse industry, it’s essential to assess and improve the racial and cultural diversity of teams at all levels, from entry-level positions to the C-suite. This includes creating equitable hiring practices and making opportunities more accessible, with a focus on underrepresented groups. Celebrating diversity can also strengthen the sense of community. For example, an organization might host an annual “Cultural Heritage Month,” with each week dedicated to a different cultural group. Activities could include food festivals, cultural performances, and educational workshops, allowing employees to share their traditions and fostering a greater appreciation for diversity.
3. Education: Providing education and JEDI training is crucial for building an inclusive organization. Regular DEI (Diversity, Equity, and Inclusion) training helps individuals understand the importance of inclusivity and equips them with tools to contribute positively. For instance, an organization could implement a DEI training program that includes workshops on unconscious bias, cultural competence, and inclusive leadership. These programs empower employees to better understand DEI issues and contribute to a more inclusive workplace.
4. Communication: Transparent communication practices that elevate JEDI both within the organization and externally to clients and the broader industry are key to building inclusivity. Open communication fosters trust and understanding, allowing for the sharing of ideas and collaborative problem-solving. Town Halls, for example, provide a platform for all employees to voice their opinions and contribute to decision-making processes. This creates an environment that meets the diverse needs of the organization, resulting in a more inclusive atmosphere for everyone.
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?
Equity Council measures the impact and success of its diversity and inclusion efforts through several strategic initiatives and tools. These include conducting comprehensive demographic surveys, implementing anti-racist and anti-bias policies, and developing actionable strategies and educational resources to promote equity.
One of the primary methods is using demographic surveys to gather data on representation within the interior design industry. This data helps us understand the current state of equity in the profession and pinpoint areas that need improvement. The Equity Council also evaluates the presence of systemic racism and unconscious bias, working to eliminate these issues through targeted policies and training programs.
In addition, we assess our initiatives by tracking the increased representation of historically underrepresented groups in interior design. This includes monitoring participation rates in IIDA programs and leadership roles, as well as evaluating the impact of new policies and educational efforts on member engagement and inclusion. Overall, the Equity Council’s comprehensive approach to measuring and promoting equity drives meaningful change within the interior design industry.
You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger.
This is a great question, and I love the idea of inspiring people to do big things for the greater good. The concept of starting a movement resonates deeply with me. With that in mind, here’s my idea, which centers on community. We all talk about the importance of community, but are we really doing enough? My “big idea” is to encourage greater community involvement. While it may not be entirely original, it is a crucial foundation. Building inclusive communities is a powerful strategy with far-reaching effects, potentially leading to a deeper understanding of others and fostering empathy within the community.
Achieving this requires active engagement with the broader community and a genuine effort to understand their needs. To make this vision a reality, partnering with local organizations, participating in community events, and supporting local causes are essential steps. These actions can cultivate a sense of belonging and mutual respect. In my view, this blueprint can also be applied in the workplace to create a more harmonious environment and foster a culture of inclusion.
Now, imagine taking it a step further: your company partners with a local nonprofit that supports underrepresented youth. Together, they organize joint community service projects and mentoring programs that not only give back to the community but also strengthen relationships between employees and residents. This initiative could bridge gaps and create a more inclusive and connected community.
How can our readers further follow you online?
Please connect with me on LinkedIn at: https://www.linkedin.com/in/raphael-williams-well-ap-218b1820/
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 a mom, entrepreneur, inventor, writer, and singer/songwriter. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion allowed her to be one of the most acclaimed Latina CEO’s in the last 30 years. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Broadcom to bring innovative solutions to travelers and hotels around the world. Vanessa is the lead inventor on 120+ U.S. Patents. Accolades include: FAST 100, Entrepreneur 360 Best Companies, 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 among others. Vanessa now spends her time sharing stories to inspire and give hope through articles, speaking engagements and music. In her spare time she writes and plays music in the Amazon best selling new band HigherHill, teaches surfing clinics, trains dogs, and cheers on her children.
Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack, Instagram, Facebook, and X and of course on her website VanessaOgle.
