“Talent is everywhere. Opportunity is not.”

This tweet by Mekka Okereke got me thinking. It’s a wake up call to all of those who define themselves as people with good intentions.

[image description] Tweet by Mekka Okerere that says “Talent is everywhere. Opportunity is not. The goal of inclusion work is not “More black folk!” Or “More women!” The lack of black folk and women is a symptom of the root cause: opportunity to succeed and thrive is not evenly distributed.” Tweet has 3,825 retweets and 13,247 likes.

“Good intentions” isn’t enough to change the status quo. “Good intentions” doesn’t mean that when you put your mind to it, then all the doors at your company will automatically open up to people of color, people with visible and invisible disabilities, and people from underrepresented groups.

First, leaders at every company need to address and come to terms that systemic issues are part of the problem that’s closing doors to “black folk” and “more women”.

Which is why a handful of policy changes may not, and probably will not be enough to create an inclusive work environment.

So, what can you do to make your company or your team more inclusive?

I’ve spent the last year immersing myself in the literature, talking to companies both small and large, HR directors, CEOs, CTOs, recruiters, employees from underrepresented groups. I’ve had 1-on-1s with thought leaders in diversity, equity and inclusion in tech from all over the country.

The fact is: there is no one-size-fits-all answer to this question.

In 2019, I plan on sharing my insights on our Medium publication here, in the hopes that it’ll shine some light on ways that you can make your companies more inclusive.

Stay tuned.