Diversity, Equity, and Inclusion: 3 Ways to Make it Happen
It’s as simple as being invited to a dance
The pandemic of 2020 brought to the surface many things other than our vulnerability to an infectious physical virus.
It also scratched the scab off a virulent virus that has plagued the world for decades and forced global attention on it, especially in America.
That virulent virus is racism and all of its devastating and damaging results. Death and destruction, poverty and pain, haves and have nots. All have risen their nasty heads and are wreaking havoc on society through the prism of racism. It’s a pandemic.
The echelons of America and global stakeholders are like a deer in headlights when it comes to dealing with racism. Historically it has either intentionally or ignorantly been denounced or ignored as not being a significant problem.
Now it is the 800-pound gorilla and elephant in the room that can no longer be ignored or avoided.
What’s the answer to this plague? How can it be destroyed? Is there a vaccination for it?
The answer has been before anyone’s eyes who cares to see it.
Its diversity, equity, and inclusion. That’s the antidote. That’s the vaccination.
The world has changed, especially in America. People of color will be in the majority by the year 2040. That’s less than 20 years from now.
In fact, people of color are already the majority in 4 states and the District of Columbia (Washington D.C)
People of color will be the majority of workers by 2032. A mere 11 years from the date of this article, whites will be in the minority.
Diversity, equity, and inclusion are more important now than ever. It is the vaccination that must be injected into America’s and other global veins and inoculations will have to be given regularly in the future for racism to ultimately be stamped out or rendered to a position where it becomes ineffective.
Here’s How The Vaccination of Diversity, Equity, and Inclusion Should Be Administered
According to Merriam-Webster dictionary, culture is the characteristic feature of everyday existence shared by people in a place or time. It is a set of shared attitudes, values, goals, and practices that characterizes an institution or corporate activity focused on the bottom line.
In other words, it is an environment that is created within which people exist and share the same thoughts, actions, and deeds for the common good.
While some would argue that’s what America is all about, history differs from that perspective. America never started with such a culture although it gave lip service to the concept. That is precisely why it is in the shape it’s in now.
Culture, to be effective, must be communicated, celebrated, and compensated throughout every level of a nation, state, city, business, and family. The family is at the core.
It is not glamorous. It gets bloodied along the way, but cultivated and cared for, culture will create the vaccination that cures inequality and will provide equity and inclusion to everyone.
Communication of a cultural environment of diversity, equity, and inclusion is one of the pillars for its installation.
Too often, there is lip service about the subject, but nothing is seriously done about it. Governments and Corporations have talked about it but the implementation into the action of those talks has not been very successful.
Communication has to be clear, constant, and delivered with an intentional tone that actions must be taken to create and inject the culture without fail.
Every level of society must be held accountable for walking the talk. People react and take cues from actions more than words. There is a saying that rings true in this circumstance.
“What you do speaks so loudly I can’t hear what you say.”
If the message of diversity, equity, and inclusion are delivered properly and levels of society and business are held accountable to actively make it happen it should be celebrated.
It should not be kept under the rug. It should be shouted from the rooftops. Live it up, act it up, just do it.
Let the world know what you stand for and create a measuring method internally and externally so communities can see what’s happening and they too can create a scorecard.
The community at large will let you know how you are doing externally. That’s the real measuring stick.
Compensation should be tied to performance. If it’s not it won’t work. Government administrators, corporate executives, employees, small business owners, etc. are all motivated by compensation. Making diversity, equity, and inclusion (DEI) part of the compensation equation helps ensure that it will happen. If it doesn’t then compensation should be lessened.
People get focused and serious about performance and production when their bank accounts are affected.
Summing it all up, diversity, equity (DEI), and inclusion is the antidote for what cures America’s and other global pandemics of racism. There must be a culture injected in the veins of society and then inoculated with communication, celebration, and compensation.
An appropriate analogy is like being invited to a dance. Diversity is the invitation to dance, equity is being able to be involved in the dancing, and inclusion means you get to choose some of the music.
Diversity is a fact. Inclusion is a choice.