Recently I sat on a panel at the Diversity and Inclusion Summit at my alma mater, Cardozo School of Law. The topic of discussion was “Embracing Change in the Workplace.”
It was a great evening and we talked about implicit bias in the workplace, issues concerning diversity and inclusion and what to do about them. It is imperative that we talk about it and organizations intentionally implement the strategies.
Photo credit: Cardozo School of Law
Don’t know where to start about equity and diversity in the workplace?
Start here and see what is happening within your organization:
1. Then take a look at your organizational chart – among the leadership or partners, how many people of color do you see? How many women? How many people from historically underrepresented groups are there? The list goes on.
2. If you are in HR, have there been any occurrences of implicit bias that you know of or was reported? What did you do about it?
3. How do you relate or communicate with people who do not look or talk like you? We can all make a difference by intentionally pressing for change.
How about you go to lunch with a colleague from a different culture and intentionally learn about him or her? We can do better. We can effect change.
I have seen a lack of representation among various spheres of influence including leadership. I have attended huge tech conferences where I could count the number of attendees (and speakers) who looked like me on one hand. We have work to do. All of us have a role to play.
Let’s intentionally do better and make an effort.
*Post recently updated. Here’s a quick question – have changes been implemented in your workplace?
Belinda is an award winning thought leader on mindset, global speaker, privacy and cybersecurity professional, AI governance leader, 5X author, executive coach and strategist. Through consulting, conference keynotes, and corporate trainings, she helps individuals to achieve goals, and make maximum impact in their spheres of influence.
