By Ki’tay Davidson
I find most organizations fail to effectively leverage the power of diversity.
We bring people to the table, and then ask for them to leave the very aspects of their identity that make them unique at the door, effectively eliminating the nuance of their experiences.
How can we shift this paradigm?
Those of us who work in the digital, technological, and social innovation create the future. Why can’t we imagine one of freedom?
Being a transgender man allows my experiences to add immense value to my team.
Hiring those with a variety of experiences – be they persons with disabilities, people of color, veterans, queer, and/or transgender individuals, formerly incarcerated individuals – can only improve your organization’s ability to navigate the global and ever-changing marketplace.
Diversity in the Workplace
Diversity in the workplace allows for an in-house incubation team that brings a variety of skills, perspectives, and creativity to produce innovative and community-based solutions and products.
So often, diversity in the workplace is painted as a moral deed, as if the employer is doing everyone a favor, and deserves kudos for hiring “diverse” individuals.
This is a repugnant framework that hurts both the employer and employee.
But, successful organizations can leverage diversity to lead high performing teams.
We can create a work culture of support to allow employees to thrive and contribute rather than spend their time pouring their energy into survival. When people feel seen, appreciated, understood, and valued, their work ethic, productivity, and overall output skyrockets.
Below are five examples of “doing it right” taken directly from my experiences in the workplace in the past several years.
1. Create a Workplace Culture of Support and Flexibility
Listen. No, really. Ask and listen to what a person says they need to thrive, and don’t challenge their needs.
People know what is best for them. Create a workplace culture where people are encouraged to be self-aware and are able to articulate what they need you to do to ensure their comfort and success.
For this to occur we have to deconstruct our mindset of validating needs typically understood as “reasonable.” Someone’s needs may be less common, but they’re not less valid. Working toward a culture where people’s needs are acknowledged leads to happy and productive employees.
2. Educate Yourself (Curiosity isn’t Attractive)
I cannot count the number of times people have asked me, “Are you going to have THE surgery?”
For some obnoxious reason, people often feel as though my body and experiences are up for public discussion. There is nothing more alienating than feeling like a specimen and being treated like an oddity.
Do not ask questions you wouldn’t want someone else to ask you about your body, experiences, and needs. It is not acceptable to ask any question that pops into your mind.
Of course, if someone is open to sharing and educating, that’s fine. But if not, leave it be.
Don’t expect anyone to be your teacher; your curiosity shouldn’t be the most important need in the room.
We have to create an atmosphere of dignity and respect for everyone. Before you ask someone a question, ask yourself:
- Why am I asking this question? Is it for my own curiosity?
- Can I easily find the answer on Google?
- Does this violate this person’s privacy?
- Are my questions presumptive?
- What belief systems are behind my question?
If there is a clear need for education around a specific subject, consider inviting a local community-based organization to lead a workshop. Never require an individual to educate your organization.
3. Innovate to Liberate
Be creative about inclusion. Offer self-care days, regular break times to exercise, eliminate unnecessary dress codes, promote accommodations, or create different work spaces at your office for a variety of work styles.
Communicate, communicate, and communicate!
Establish consistent structured check-ins.
Ask your employees what type of environment would make them comfortable and shift the culture based on the needs of the current team. This will be an evolving discussion, but one that will ensure your team has what they need to thrive.
4. Remember, You aren’t Doing Anyone a Favor
Don’t treat the new hire as though they are lucky you hired them. I wasn’t hired because I’m transgender and my employer wanted to be kind. I was hired because I’m qualified.
Eliminate dynamics and savior mentalities that encourage unequal power dynamics.
5. Encourage Difference, Not Assimilation
Give people the space to be themselves. Cultural norms can build quickly in an organization, and those who don’t assimilate are left out.
Work on establishing a culture where people from all walks of life and those with strong forms of self-expression can thrive.
From religion to gender expression, let people be free and remain open to the ways a diverse workforce can steer your organization in unexpected and wonderful directions.
When you talked about “don’t expect your employee to educate your organization” (paraphrasing here) I thought about how often that happens with kids (i.e., Johnny has a disability — let’s have him explain it to the class — all of which may work depending on the situation but your point made me see how it’s much less pressure on everyone to have a third party to the educating …. Thanks!
I LOVE this. Really important education. I think, for some reason, people have a really hard time finding the line between healthy, honest curiosity (“I’m not familiar with your experience, do you mind if I ask about it rather than wonder, so I can learn more about you?”) and treating someone like THEY are a curiosity (“I’m going to ask you questions I would never want anyone to ask about me”).
Eleanor Pierce That’s one of the things that constantly surprised me spending as much time as I did with my mother in law, who was blind. People RARELY hesitated to ask “how did you become blind?” It just wasn’t appropriate and seriously (unless the person initiates telling YOU how they ended up where they’re at on their journey) you just really NEVER know what waters you are wading into. Stepping off mini soapbox now.
I love love LOVE this post. Helloooo 2014! Kind of sad to consider how far we still have to go though, both in the workplace and in the world overall.
I’ve believed for a long time that when it comes to diversity – respecting & appreciating people for the stories, ideas, and passions and not simply one aspect of who they are, is where it’s at.
belllindsay Rebecca and I were just talking about how people don’t seem willing to own their own thoughts and words…it’s a bit mind-blowing at times.
I look at how Michael Sam, the first openly gay player to be the taken in the NFL draft, was feted by the media and I am at once proud and saddened. Proud because this is how we SHOULD behave, react, but it’s far from expected in a culture that grows more insular and less tolerable at the edges every day.
I was saddened because it calls to mind how many, behind closed doors, will use such “noise” to sharpen their axes, define their narrative and recruit those at the margins to believe “those people are taking over. See, I told you,” they’ll say.
I thought of this on the way to work this morning, when it crossed my mind that it never occurs to me to care about the sex or race of a person. I only care that they are likable and treat me and those around me with respect.
As someone who grew up in the deepest woods of southern Mississippi, I know the smell of hatred. I’m happiest when such evil is successfully beaten back by the strength of others, including yourself.
RS
biggreenpen I couldn’t agree more! This standard of solely having individuals constantly explain themselves and experiences can be alienating and/or ostracizing for many children.
Eleanor Pierce YES. Understanding this delineation is crucial to creating safe spaces. On the whole, I think we have created a culture where it is expected, understood and okay to ask these type of questions, because someone is constructed as “different” or “other.” For me, we have to reject this framework or we risk tokenizing and dehumanizing individuals.
RonellSmith Thank you so much, Ronnell. We are in this together and acknowledging how we need to grow is certainly the first step.
This is SO important! I’ve read it over several times and I keep getting new things out of it with each read. I feel like so many of the mistakes you warn against are actually easiest to make if a person in power believes they are free of any kind of bias or *-ism, especially in the parts of the post where you talk about savior mentalities and unequal power dynamics (which may appear subtle to the empowered group, but quite the opposite to those disenfranchised by such a dynamic).
Really excited about this post — I’m saving it in my “to reference” folder and will be looking back at it often in my own hiring and management processes. (Of course, I have the additional good fortune of being able to ask you questions in person… but I’ll try not to ask any that could be answered with “Um, did you read my post?”)
jelenawoehr “Un, did you read my post?” – LMAO!!! I agree with you Jelena, I think this post is incredibly important, and I’m thrilled to have had Ki’tay here to share it with us!
I tweeted this to you on Friday, after I read the post and scheduled it for yesterday afternoon, but this post is very compelling. It sat with me all weekend and I talked to my husband about it. Here’s the problem I think we face in American business: “Diversity” is about color of skin and gender…not about all the unique qualities we each bring. I agree with you that it’s more about checking a box than about really living it.
jelenawoehr Braggart.
ginidietrich jelenawoehr What can I say? Not all of us can be special enough to run into Ki’tay in the kitchen 😉
Thanks
for the information! Now I know what i will do the next time i travel.
Looking forward to go to Thailand later this year! Thanks for some pointers!
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