It’s Time to Think Differently!
IT’S TIME TO THINK DIFFERENTLY about how we approach diversity, inclusion, and company culture:
People! We need to think about people!
When I was starting to write this book, I went to various bookstores in different states (yes, there are still brick and mortar bookstores). When I asked if they carried books on Diversity and Inclusion, I found that most stores had maybe two, and others said I could order them. When I said that I was writing a business book on Diversity and Inclusion, they looked at me as if I had two heads.
I was told that the books they had were in the race section, which was really the African American section. Before I could hold my tongue I said out loud, “Why the devil would a book on Diversity and Inclusion be in the race section? We know what the devil is going on! We know what it’s like to be diverse! We’re trying to get others to get it!”
At some bookstores they were in the Social Science section. Clearly, those books were written by PhDs. Nothing against PhDs – I have questions for them and look forward to working on the next book with them – but they take an academic approach to Diversity and Inclusion, and it’s time to think differently!
At some stores I was told to speak with their book buyers, and they said, “Yeah, you’re right, they should be in business as well as the other sections.”
In the questionnaire that I talked about in the previous chapter I asked “What do you want leadership to know about Diversity and Inclusion?” (keep in mind that the people who filled out the questionnaire are from various industries, backgrounds, and ages). For some reason someone thought it was a great idea to use only data to make D&I decisions. They forgot to take into account that humans are on the other side of the data, and in order for data to work you need to know what humans are thinking and feeling (you also need diverse humans attached to researching the data). Here are some of the survey responses:
I would let them know that their strategy needs to be authentic and rooted in cultural sensitivity. Long gone are the days of checking boxes – they need to understand that diversity needs to be thoughtful and purposeful, with a long-term plan.
— Education
If I could speak to my current employer about Diversity and Inclusion, the first thing I would say is that they need to respect the importance of creating a consistent work environment and company culture in which all employees from different backgrounds, ethnicities, and sexual orientations feel welcome and respected. Rather than checking a box in the event of an internal or external audit by placing people of color only in corporate brochures and marketing materials when it’s convenient for company optics, they must enforce an authentic and inclusive atmosphere on a regular basis, while demonstrating an unwavering commitment to diverse employees so they never feel they have to question if they’re truly valued instead of being a PR/marketing tool.
From an external-facing perspective, I would suggest to my current employer that they continuously conduct consumer research so that marketing efforts are directed toward all audiences – e.g., adding more diverse representation on the company website because the depiction of who is using our products is not fully inclusive and only represents the Caucasian population. If given more time, research, and efforts, I’m sure it would be revealed that the people currently depicted on the company website are not fully representative of all audiences truly purchasing our products, i.e., African Americans, Hispanics, LGBTQ+ consumers.
— Social Media/Marketing
Succeeding in this world of constant change requires customer adaptability, which is a byproduct of having a culture of diversity in the workplace. Women play a leading role in 85 percent of auto purchasing decisions.
— Auto Industry
The organization should be welcoming to all, not just the worker who looks like a supermodel or the latest reality TV star. Everyone should be able to attend a client meeting in spite of their looks, race, or sexual orientation, and not just the workers who the organization feels comfortable with or the client won’t have a problem with.
— Construction
If I could speak to my employer or anyone in leadership about Diversity and Inclusion, I would let them know that creating an inclusive workplace should not stop at just physical efforts like bringing on gender-neutral restrooms or making ramps for people who use wheelchairs. It should stretch to the workers’ mindsets too. Some rules need to be set up to keep the “normal staff” well away from hurting the feelings of those who are either physically or emotionally different.
— Entertainment/Writing
It is imperative to think of the disabled community…. It should never be an afterthought…. Clear cultural Diversity and Inclusion of persons with disabilities should be a part of all diversity training. It should be a part of the branding of every company. It’s important to hire someone or train someone who has a clear understanding of ADA laws and requirements but also to not just do the bare minimum but truly embrace all they have to offer. It opens doors for your employee to know he/she has a bright future with a company that appreciates all they have to offer and not see them as an inconvenience.
— Travel & Disability
I suffer from mental illness – I can have some really emotional days like I had this week. I work in a good environment…. I can be open and honest and have tough conversations. I feel supported in growing my abilities and getting better. People want to see me succeed.
— Tech
As you can see it’s time to look at how we treat those with disabilities in a new light. They are We & Us and not an add-on. The same goes for people of color.
Think Differently About …
Communication and Inclusion
Let’s break down what it means when we say the words diversity, equity, inclusion, and company culture.
When we use these terms we need to make sure that we’re all clear about their meanings so we’re all on the same page. Communication is half the battle. We shouldn’t assume that we know what someone means when they use these words. For example, inclusion to you may mean just having folks who don’t look like you in the room. Inclusion to others and to me means not only being in the room but also being welcomed in the room with the same access as others in the room.
Diversity
Diversity may mean that your company has employees who don’t walk like you, look like you, or sound like you. Diversity for many is skin tone, love interest, and/or disabilities you can see. But that doesn’t always include diversity of thought.
Diversity of thought and diversity of thinking are two different things. One is people who bring creative ideas that complement yours. The other is people who think differently. Do you want one of them in your company? Both?
You need to think about how you diversify your program offerings, your leadership, your offices, your warehouse, your product offerings. Diversity goes beyond gender and race. It’s also about thought – how you see things and how you implement them. Diversity means that you accept me and don’t see me as a threat to you or your thoughts. Our different ways of thinking can be useful when we reach across borders to customers. Diversity means that we get to share our cultures and thinking with each other.
Diversity gives your company an edge in any marketplace and raises its bottom line. Not only does the company have a variety of talent, it has an in-house focus group to tweak ideas before sending them outside the company. Diversity helps you win!
Company Culture
Think about how you build your company culture so that it matches the mission of your business and works for your values.
Equity
Equity is allowing people to be deeply invested in their projects and letting them contribute their knowledge to other projects. Equity means that people know when opportunities arise, not after the fact but before the fact, and that they have the opportunity to pitch for them. Equity means that they get a raise based on their merit, not on their gender or race. People don’t want equal, they want what’s theirs.
Disability
When you speak of disabilities, do you mean only the ones you can see? Do you ever consider those who have disabilities that you can’t see? What are your policies around wellness? Or does wellness mean yoga to you?
Age
Do you look at someone of a certain age and say that they’re no longer part of your company culture? Or, do you say that they’re a fountain of information? Do you use them to the best of their abilities? How many times have you said that they look good for their age? How many times have you said that you can’t believe they’re still working at their age?
Personal Attributes
What do you think of those who may not fit the body image of the company culture? Is the way they look more important than their talent? Do you hide them away and exhibit only those who fit the image you want? Or are you thinking differently?
Agencies
Are you thinking differently about the agencies you work with? Is their work successful? Do they understand not only your project goals but your company goals? I ask this because recently there was a backlash about a project concerned with changing the covers of classic books and redoing bookstore displays for Black History Month. The project assumed that you could just slap a black face on the cover of books written about white people by white authors and, presto, they’re diverse. Many agencies worked on this project, and clearly they weren’t the right ones. The agencies may be good, but they weren’t good for this project. How many of the people who signed off on the project celebrate Black History Month and thought this was a good idea? Figure out what you’re trying to achieve, and if you want to be diverse and inclusive you need to be able to share what that means to you and to those who aren’t you.
If you don’t know, ask. It’s time to stop thinking you’re the only smart one in the room. It’s time to reach out and listen to what’s being said to you and to take advice even when it makes you uncomfortable. It’s time to practice active listening. It’s time to think differently and to realize that understanding and respecting a culture aren’t the same as being born in it.
Story Time
I owned a company that produced branded and luxury events. I had two very different experiences when I was hired by Asian market executives who produced events for the Asian-American market. Kudos to them for seeing the talent I could bring to the events and not the color of my skin. Thanks to Grace Lee, Joe Lam and others!
My First Experience: Asian Branded Events
I was called into the office to have the first big idea meeting, and as I walked into the conference room, one of the Asian brand managers looked at me and said, “Why are you here? I didn’t think this was for the urban market. Why is the urban agency here?”
Those of you who don’t know me can’t imagine the face I gave him as I stated, “Number one, I’m not an urban agency. I happen to be black and I’ll stay black, but I’m responsible for the Asian roll-out. Do you have an issue?” Before he could answer, the head of that division came in and immediately said to everyone, “If you don’t know Leslie, her agency (K.I.M. Media) will be handling all branded events for this launch.” The take-away is that it was the Asian brand manager’s problem that he thought a black woman couldn’t handle a luxury launch in the Asian market.
My Second Experience: Asian Culture
I handled many events for the Asian market, and working with some of the Asian agencies was challenging because it’s part of their culture that they don’t like to say no, but I would say no when it needed to be said. They finally realized that, and the owner of the agency called and said that I was strict, but I respected their culture and he wanted me on his team.
I will always praise that owner for seeing beyond our differences in working styles, that we were better together, and that I did respect his culture. I understood because I had lived in Asia for over three years and owned a business there. I understood the sensibilities but never assumed that I knew everything. He went outside his culture and the norm of how he did business and brought in someone who thought differently to enhance the big picture.
FUBU The Collection
Here’s one last story on thinking differently (I have so many) so that you understand that it’s not only about color. When I was offered the job at FUBU The Collection I made it very clear that I didn’t know about hip hop, that it wasn’t my world. I traveled the world and lived in Europe for over ten years and in Japan for over three; for the last year-and-a-half I owned a business there. When I returned to the states most of my friends were from my European and Asian days, and my new friends were in the arts, entertainment, and advertising world, but not in the hip hop world.
When I told the CEO that I didn’t know anything about hip hop, he said that I didn’t need to, that he had those contacts and would share them with me. He said that he needed me to bring CNN and other outlets from my world on board, and that would be how we would grow. I was with the company for ten years as President of Marketing, Advertising & PR.
He thought differently. It would have been easy for him to say that they needed to solidify their market before expanding, so they would rather have someone who knew their current market. Years later he would say that I may not have grown up like him, but I got it, I understood the market, domestic and international, and I could speak to everyone (although sometimes a little too fast). He said that having someone with vastly different life experiences would be beneficial in the long run.
If diversity, inclusion, and an authentic company culture are supposed to be part of your foundation, then you’ll need to think outside yourself, stop counting numbers, and start looking at people and what they can offer. People don’t use all of their skills every day, but if they’re given the opportunity for growth, you’ll be surprised what skills will shine when they’re needed.
I saw a posting from a speaker who invited people to hear her speak about diversity and her commitment to it. She said it would be fun. Instead of calling it fun, I thought she should invite people to enjoy an informative evening of lively conversation on how we’re all committing to Diversity and Inclusion. Fun makes me think that people aren’t serious about the conversation, that it’s just a night out on the town, but informative leads me to think I’ll learn something new. It’s time to learn something new from the old conversations we’ve been having. It’s time to execute with thoughtfulness, research, and a strong cultural team.
It’s time for all of us to think differently. If you’re a black person or a person of color and want things to be different, you have to stand up and say so. And if your friends are thinking differently, then, in the words of Rihanna, “Tell your friends to pull up.” I know black folks and people of color are tired of feeling like we need to teach everyone about our culture. Well, we do, so we need to think differently about being tired, because I’d rather teach folks what I’ll accept than have them assume they know.
Here’s one more example of why we need to be teachers:
At my former firm, I attended a meeting at a client’s headquarters. During a coffee break the client’s senior R&D executive, a man in his early 40s, said (having seen me in the room), “Sometimes I wish I were a woman of color. I could get whatever job I want with none of the qualifications, a signing bonus, and a holy guarantee that I’ll never get fired.”
— Biopharma Consultant
It’s Time for All of Us to Think Differently!
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