GenY on D&I: CHECK Yourself… But Should We Have To?

“Check yo self before you wreck yo self.” I hope that in your personal life you’ve never found yourself in a situation that physically led you to “wreck” yourself, but how about professionally? There was no violation of the Employee Handbook but even still, maybe you have found that you’ve “checked” yourself to maintain your professionalism. Maybe that “checking” was related to an aspect of your identity.

My first experience working in a professional environment was during my time in undergrad. Through my work, I learned about appropriate behavior and general norms of a professional setting. What I did not learn, however, was how to compartmentalize my identities in order to navigate professional spaces. You see, I worked in an office that acted as student support services for various identity groups. This office was affectionately known throughout the undergraduate community as a safe space for all. The faculty and student staff alike made it a welcoming environment where individuals could simply be.

Post my undergraduate experience, I learned that the corporate setting operates under a different set of guidelines than academia. I have found myself “checking” a part of my identity because it seemed inappropriate. I move through this world as an able-bodied, cis-gendered, Christian, heterosexual black man, and with these identities come with varying levels of privilege. But, understanding the marginalized experience of being black, coupled with the privilege of being a male, to some, carries the perception of a threat. I have found myself perhaps overly aware of my identity as a black male in these moments, and I know the experience of downplaying, sacrificing, or negating part of a lived experience is not mine alone.

Historically, marginalized groups have found themselves minimizing part of their identity to fit into a system. Whether it is explicitly stated or not, the underlining message in the corporate setting is We Can’t Talk About That at Work! It is time that we move past the point of being comfortable with simply being comprised of a diverse workforce. If the diverse population represented does not feel included, the true value of the individual cannot be explored. Inclusion cannot exist in isolation. The organization has a responsibility to create a space for the whole individual to feel included.

This work around diversity, inclusion, and equity is critical in creating a space for individuals to have these conversations around identity within an organization. It is up to each of us to call out disparities in equity. Instead of checking ourselves, we may want to check in with ourselves and others to ask the larger questions that challenge the status quo created by the traditional corporate structure.

Check IN today.