When asked by Diversity Best Practices how she got her start in diversity and inclusion (D&I), Wema Hoover, Global Chief Diversity Officer at Sanofi, began with, “Honestly, D&I sort of fell into my lap.” Hoover went on to detail a career that included serving as an HR Business Partner and working in global leadership and cultural competence, ultimately leading to her role in D&I.
I imagine Hoover’s story is not that different from many D&I practitioners who sometimes take circuitous routes into the discipline. Often times, D&I roles are newly developed once the business value of D&I is truly realized within an organization or when leadership has to respond to a burning issue such as a high-profile public scandal. This can sometimes mean identifying individuals in the organization who may be heavily involved in D&I efforts–such as leaders of an Employee Resource Group (ERG)–and tapping them to stretch their skills through an official D&I role.
However, the unconventional path that some D&I practitioners take should not eclipse the skills and knowledge required to work in the field. Given the ubiquitous nature of D&I in many organizations that often stems from grassroots efforts, it is easy to forget that there are also people trained to advance a company’s D&I goals strategically. These individuals understand the big picture, have access to the appropriate stakeholders and decision makers, and are able to blend their passion with expertise to advance strategic imperatives.
Like many others who have a passion for diversity and inclusion, I flirted with the idea of a career in the discipline. When I first entertained this notion late last year, it seemed like the perfect fit. I have supported D&I communications efforts in previous roles and been an active participant in ERGs. But, once I gave it more thought, I realized I was confusing passion with a career path. I decided my energy would be better served as a strategic partner and ERG leader. These experiences would only enhance the career trajectory I was already on.
In his 2014 LinkedIn post “5 Things to Know Before Building a Career in Diversity & Inclusion” James Wright answered the question he receives time and time again at different D&I conferences: “How do I get involved and land a role in Diversity & Inclusion?” The first thing Wright outlines is the importance of knowing your passion:
“…It is one thing to say you’re passionate about Diversity and Inclusion but it’s another to truly mean it. While your entrance into the field might be led by an internal desire to remove barriers and provide equal opportunities for those you self-identify with, it is important to remember as a Diversity and Inclusion Practitioner, your passion lies with helping everyone. Never forget that there is no pecking order for equality.”
He goes on to highlight the importance of knowing yourself in order to better understand your blind spots as well as knowing the statistics and trends underlying D&I efforts. Finally, he highlights the importance of understanding your organization and its leadership.
I’ve read Wright’s post several times. It stands out to me because, in short, it reveals that there is a lot more to a career in D&I than passion. While that passion is paramount to fueling the work (as it is in any career), it cannot stand alone. D&I thrives most when a company combines the ardor of its grassroots supporters in the organization with the expertise of its D&I professionals.
Is D&I your passion or your profession? Is it both? Can it be? Share on X
