May is Mental Health Awareness Month. In recent years, the focus on improving mental health within our general population has been an ongoing effort as mental health crises continue to rise post-pandemic. Some experts indicate that in 2022, about 59.3 million U.S. adults reportedly experienced some form of a mental health condition.
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In the evolving landscape of executive and leadership coaching, a critical gap has become increasingly apparent — a gap that neglects the rich diversity of cultural backgrounds. Traditional coaching models, anchored in dominant cultural norms, frequently fail to address the nuanced needs of leaders from diverse cultural identities, particularly leaders of color. This oversight not only diminishes the effectiveness of coaching but can also result in adverse outcomes for those being coached and can affect leaders’ willingness and ability to meet the expanding needs of their businesses.
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I know I will never fully understand the lived experience of the tragedies that preceded my lifetime, and I am grateful for the times I have been challenged to truly sit in recognition of and empathy with the lived experiences of queer and trans elders across many intersections and identities. A queer millennial comic I admire mused on a podcast: “I never experience homophobia — or barely.” The Midwest and the world at large have changed a lot since the 1980s. While I can point to several exceptions, generally, I am fortunate enough to know what she means.
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Limiting the work of Diversity, Equity, and Inclusion to bias training is not a sufficient strategy. Solely focusing on personal attitudes and beliefs doesn’t account for the historical, political, and practical ways some communities are marginalized and oppressed. To facilitate meaningful change, here are seven strategies to help your organization move beyond bias trainings…
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Ableism is currently a commonly used term and a prominent concept among people who value diversity, equity, and inclusion (DEI) and champion disability rights. But does “ableism” have staying power? Can the ideology it represents permeate the constructed reality of those in society who aren’t concerned with DEI or disability rights?
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As advocates for Equity, Diversity, and Inclusion (EDI), we are fighting battles on many fronts: EDI fatigue in organisations, concerted efforts to limit EDI work in some spheres, lack of resources—you name it! Today I want to talk about an internal issue, relevant to us EDI practitioners, advocates and experts: the lack of an “us” in EDI.
Read More![The Buzz: The [Black] Dolls Are in Town](https://theinclusionsolution.me/wp-content/uploads/2024/04/Young-Black-girl-with-Black-baby-doll-627x376.jpg)
The Addy Walker doll and the Black Barbie were staples in my childhood. They were proof that I, a Black girl, was special, worthy, and beautiful. In a world that tells Black girls and women, we aren’t good enough, Addy defied mainstream claims. It warms my heart that over time dolls with dark brown skin, coily and kinky hair, full lips, and deep brown eyes have made their mark on the shelves of hundreds of stores and also online.
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Most of the K-12 school leaders I work with do not have any formal public statements that declare their stance on anti-racism as a value at their schools. Without a transformation of beliefs, behaviors, and ways of being in conversation to action, students and teachers or school leaders will not actualize the equitable schools they so desire to lead. Hence the importance of “Calling Out” and “Calling In” to cultivate, nurture, and sustain an anti-racist culture of accountability.
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Lack of diversity and exposure to different ways means that people don’t have a point of reference for comparison. Living in a world of sameness means that you are at risk of things being normalized that are not normal. Marginalized people know this all too well – they grow up normalizing being afraid of walking alone at night, of being pulled over by the cops, or of having the wrong hairstyle. By the time they reach adulthood, they’ve normalized living under constant stress and pressure, and they’ve learned to thrive despite it. This is why so many DEIJ practitioners put themselves on the front lines of doing this work – because overcoming a life full of obstacles is normal.
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Recently, the University of Florida announced the elimination of its Chief Diversity Officer and the entire office of program and support staff. The targeting of the likes of Dr. Marsha McGriff (former CDO at UF) is enabled by those who point to successful and educated Black women in positions of power as having “unfairly benefited” from affirmative action. Such erroneous claims would fall flat in the first instance if white folks took initiative in leading DEIJ change in their organizations.
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While not explicitly mentioning diversity, equity, inclusion, and justice (DEIJ), the U.S. Constitution and the Bill of Rights provide foundational principles that can guide corporations in implementing DEIJ programs. Recent research and legal developments highlight the importance of aligning these programs with constitutional principles to ensure effectiveness and legal compliance.
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In my 20+ years as a DEIJ trainer and consultant, I have always believed in “the power of one.” As an increasing number of individuals take a stand to foster a diverse, equitable, inclusive, and just workplace, we will also surely witness the transformative impact that the “power of many” can collectively bring about.
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