It’s been said that diversity is inviting everyone to the party, inclusion is everyone contributing to the playlist, and equity is everyone having the opportunity to dance. DEI means living in a world where everyone is valued, respected, and where there is equal access to opportunities. In the context of the work environment, it is creating a culture where everyone can do their best work because they feel valued, supported, are invited to the “table” where important decisions are made, and feel that they belong.
DEI isn’t a one and done initiative, it’s a journey. I hope that it becomes so ingrained in our culture it informs how we operate, interact, and make decisions. This would make eMoney a great place to work!
This question made me dig deep and revisit some places of real pain. While I have many experiences, here is the one I will share. Early in my career, I noticed that the leaders were mostly white and mostly male. When I attended company events, I was usually the only Black woman in the room. It was highly uncomfortable because although I was invited, I wasn’t included in the conversations. I was the outsider and it felt like I had to force my way into discussions, or I just remained silent. The CEO implemented a five- year diversity strategic plan. Some executive leaders were so opposed to it, they resigned. I was hired to work in the Office of Diversity. This was in the early 1990s and not many companies were willing to do the work. I saw the company transform. Women and men of color and LBGTQ people were hired and promoted. The conversations around the table changed. People were highly engaged, creative, and productive. It wasn’t easy; we had tough conversations but were always focused on the business need and making the work environment inclusive for all. It was the first time that I felt like I belonged and that what I had to say was important and valued. I am still in contact with my colleagues from that company.
I was working with white male colleagues to solve an issue that business unit was experiencing. Typically, the men on the team led the conversations and dictated how things would be done. However, they were unaware of the impact on others because this was normalized behavior. When I proposed a different approach, it wasn’t even acknowledged. I addressed the elephant in the room. I asked if my recommendation was being ignored because it was coming from a Black woman. That wasn’t easy to do, but I thought it was necessary to challenge the status quo. After I had their attention, I asked questions about their approach, discussed the obstacles, and explained my recommendation. There was agreement, and the plan was successful in addressing the problem. And the way we worked together changed – for the better.
At eMoney, everyone should be heard. People shouldn’t have to fight to be heard or be overlooked because of who they are or how they look.
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