The language around diversity & inclusion can bring up a lot of overwhelm and anxiety. Especially for big-hearted creatives and mission-driven organizations who want to serve a more diverse audience, but don’t know where to start. Creating a culture that truly nourishes people of all identities is indeed possible. Read on for my top tips on getting started.
If the training had left some people out, the workplace would too. Relying on shame and dehumanization — however subtle or justified — as motivating tools of change will never resolve the patterns of isolation and exclusion we seek to address. They created those patterns in the first place. Viewing Diversity & Inclusion as an us vs. them quest to change some people's minds on behalf of others will not create the engaged, productive workforce we seek. It will only continue to amplify the feeling of uneasy disconnection that characterizes so many workplaces today.
Successful organizations know that welcoming transgender employees, clients, and community members is not simply about doing the right thing. It also boosts bottom line productivity and innovation, with gender-diverse companies outperforming their peers by 35% (McKinsey & Co, 2015). When people of all genders can show up as their authentic selves, everyone is more engaged, creative, and productive.
We’ve all been there. Your neighbor is setting off fireworks at 3am. Or there’s a couple fighting outside your window and it’s getting physical. Or you see someone hit their child in public. What do you do? Your first instinct might be: call 911. That’s what we’re trained to do in the United States when we see something dangerous or threatening happening. But how do you keep yourself safe without seeking protection from a system that is still predicated upon the surveillance and extermination of others?