Читать книгу Diversity, Equity & Inclusion For Dummies - Dr. Shirley Davis - Страница 11

IN THIS CHAPTER

Bringing a new focus on DEI work

Looking at the history of diversity and inclusion in the workplace

Understanding the meanings of and relationship among diversity, equity, and inclusion

Becoming familiar with other important terms related to DEI initiatives

If you chose to pick up this book, chances are you realize that the workforce is changing, and if you want to remain relevant, competitive, and successful, you and your organization must change too. By now, you’ve seen or heard how the demographic shifts have already reshaped the workplace, and you recognize that as a leader you must embrace and value diversity more readily, adopt new ways of thinking and working with people who are different from you, and assess your own attitudes and behaviors that can impede workers’ experiences. Likewise, organizations recognize that they must foster the kind of work environment that attracts top talent and creates a safe, respectful, and inclusive culture where all talent can succeed and where people want to stay.

This is not a passing fad. The work of diversity, equity, and inclusion (DEI) has been evolving over the past 40 years and continues to expand today in terminology, practices, strategies, and its effects. As such, no one can tout that they know everything there is to know about DEI. I have been in this work for more than 30 years, and I’m still learning new things today. What I can surmise from my experience is that every leader is at a different stage and phase of this work. I’ve met people who have been on the journey as long as I have and still feel ill-equipped. They’ve had stops and starts along the way but need to go deeper. I’ve met some who just recently started their journey (as a result of the George Floyd murder), and they ask the question, “Why didn’t I see this before?” referring to the history of inequities, social injustice, and the many aspects of diversity. I’ve met people who have been advocating and practicing this work for decades and still believe there is a long way to go. And yes, I still meet people who don’t see the value of DEI work and believe that it’s a distraction in the workplace, and that they have no role to play in implementing it. And this is part of the journey as well. We all see the world differently based on our own upbringing, experiences, beliefs, and values. What’s interesting is that I also work with organizations and clients whom I find at these exact phases and stages too.