This is the biggest small mistake you can make with diversity and inclusion

Welcome to Simply Diversity. This bimonthly letter breaks down key diversity concepts and explains how you can apply them... simply. There are plenty of terms heard ‘round the Internet as we prioritize diversity, inclusion and belonging in everything we do. This newsletter explains what these concepts are, why they’re important, and how to practice them. 

In the beginning of UNBIAS, I share a quote from Winston Churchill: ‘if you’re going through hell, keep going.’

This quote packs a punch when it comes to creating diverse and inclusive spaces where people belong. Why? Because it’s a journey. And our human nature is to stop when we’re uncomfortable. 

Break it down:

We keep stopping and starting the journey in this country and world, as individuals and organizations. When we’re not sure what to do or say, we revert to old habits.

I see a familiar expectation buried under the gleeful comparisons between Trump and Biden: for change to happen immediately. I see the same expectation, again and again, when it comes to creating diverse and inclusive spaces.

We don’t have the magic to apparate and disapparate like Harry Potter. This journey will take time. We must see it for what it is and keep going through it. 

In Simply Diversity 06, I wrote that we must not regress. The opposite of regressing is to keep going forward — through the discomfort, the awkwardness, and the slow pace of it all. 

Do Something Different:

Speaking of that slow pace… it’s frustrating, I know! But that doesn’t mean we throw our hands up. There are concrete, life-changing things YOU can do for the next step on your journey:

• Hire the person anyway. I’m not advocating that you ignore warning signs and make a bad hire, but hear me out: how many times have you hired a mediocre white guy and said to yourself, ‘he’ll pick it up along the way’?

Yet when it’s a Latinx woman, you expect her to come in knowing everything… and you’re on high alert for her to make a mistake. Then when (not if, because we’re human) she stumbles, it confirms your bias.

So hire her. And if you notice yourself watching her like a hawk to make a mistake...

• Give your colleague/direct-report/manager a second chance. Don’t pull out the performance improvement plan for Lourdes if you wouldn’t pull it out for John.
• Analyze your metrics. Speaking of performance plans, what percentage of BIPOC in your organization are on performance improvement plans, compared to white folks? How about men compared to people of other genders?

This is part of our human nature, too: we do it with our children, parents, neighbors, folx across the political aisle, and people whom we view as different: we give them a hard time. 

We expect them to make mistakes — in the realm of work, BIPOC folx experience this frequently. But you CAN stop looking. People make mistakes — we all do as we stop and start this journey towards inclusion — and they are an opportunity for learning, not a failing.

What was a time you gave a second chance or hired anyway? I’ve shared mine in the comments, and what I learned from the experience.

- Stacey

My book UNBIAS: Addressing Unconscious Bias At Work comes out on March 30th! This book is a crucial step on the journey to remove bias in hiring, leadership, and, well, everywhere. Preorder your copy here.

It gives you tools for actively removing barriers and ensuring equity throughout your organization. It is designed to be an ‘action manual’ for you to make change in your life and organizations. 

I’m honored that you’re on this journey with me! I’d love to connect to discuss the book with your ERGs, book clubs, executive teams and professional associations. You can order UNBIAS for your group here, and email unbias@reworkwork.com to set up a time for a book discussion.