3. Setting the Stage
• This work is hard…and there is no clear “we’re there” goal
• There is no roadmap, but there are good practices out there
• Traditionally, “Diversity” initiatives have focused on visible
differences
• We need to start by redefining what the work is…
4. Key #1: Expand the definition
Diversity + Equity + Inclusion
• Diversity: psychological, physical, and social differences that occur
among any and all individuals; including but not limited to race,
ethnicity, nationality, religion, socioeconomic status, education,
marital status, language, age, gender, sexual orientation, mental or
physical ability, and learning styles.
• Inclusion: the act of creating environments in which any individual or
group can be and feel welcomed, respected, supported, and valued
to fully participate.
5. Key #1: Expand the definition
• Equity: the guarantee of fair treatment, access, opportunity, and
advancement while at the same time striving to identify and eliminate
barriers that have prevented the full participation of some groups.
6.
7. Key #2: Executive Sponsorship + Cross
Department initiatives
• Sponsorship + Ownership > “Buy In”
–Executives should have DEI-related work as an integral part of their annual performance
review
•Example: Anti-oppression and anti-racism training
–Beyond words: Execs must lead by example
•Statements are great, actions are better
•Example: Resources and support in solidarity of partners and allies
• Entities made up of multiple departments need to be established to
own the work, holding all Execs accountable
–Finance + Marketing + Engineering + HR + ??
–Pushes accountability into every section of an organization
–Gives wider access and more voices
–Example: The Sierra Club Staff Diversity Team
8. Key #3: Managers are accountable
• Creating inclusive and equitable environments
–Assessed via 360 or other tool
• Recruitment and promotion activities are consistent and
assessed regularly
• Conflict resolution and group dynamics skills are part of
managerial training
9. Key #4 Program is professionally staffed
• Professional skills include:
– Adult education theory and knowledge of learning
styles
– Study of privilege, racism, sexism and other societal
exclusions
– Program design/delivery
– Impact assessment
– Group dynamics
– Organizational development
10. Corollaries to Key #4
• Corollary #1: Program is ADEQUATELY staffed.
– “Chief Diversity Officer” should be as resourced as the Chief
Financial Officer
• Question: does your CFO do all the billing, payroll, and
accounting journal entries themselves? (answer: probably
not…)
– A title, without power or resources, will not make any genuine
difference
• Corollary #2: Recommendations for organizational changes from DEI
Program staff should be taken as seriously as from the CFO, CMO or
other senior leadership.
11. Summary:The Four Keys
• Expand the approach to include Equity and Inclusion
• Executive sponsorship + Cross Department teams
• Management Accountability
• Professional staff with appropriate skills
13. Additional Resources / Reading
Management/Executive Responsibility:
http://hbr.org/2013/09/great-leaders-who-make-the-mix-work
Conference Board Report on DEI Practicioner competency model:
http://www.conference-board.org/pdf_free/councils/TCBCP005.pdf
The White Privilege Conference:
www.whiteprivilegeconference.com
Contact Joshua or Jessica:
Jessica.Ronald@sierraclub.org
jrameyrenk@gmail.com linkedin.com/in/rameyrenk
Editor's Notes
Its crucial to start with common set of language and terms so when we are talking about diversity, equity and inclusion or DEI that we all are starting from a similar foundation.
Diversity is sometimes mistaken or conflated with a specific identity category, like race or gender.
When we use this term at Sierra Club we are working from a definition from the National Multicultural institute that encompasses psychological, physical, and social differences including but not limited to race, ethnicity, nationality, religion, socioeconomic status, education, marital status, language, age, gender and gender expression, sexual orientation, mental or physical ability, and learning styles. A diverse group, community, or organization is one in which a variety of social and cultural characteristics exist.
Inclusion is the act of creating environments in which any individual or group can be and feel welcomed, respected, supported, and valued to fully participate. Diverse groups are more effective than homogenous groups when they are welcoming and inclusive of differences.
We chose equity and not equality for a very specific reason. The notion behind equality is an even distribution of resources and opportunity to ensure fairness. While equity on the other hand strives to identify and eliminate barriers that have prevented the full participation of some groups in order to guarantee fair treatment, access, opportunity, and advancement.
You can see from this image that there are three individuals trying to see over the fence to watch a baseball game. The first image on your left is an equality approach-- each individual gets one box of the same size, so resources were distributed evenly. But as you can tell from the image, individual needs were not taken into account so not everyone had an equal outcome or experience. Some folks were still unable to watch the game adequately. The second image is an equitable approach. Individual needs were considered and applied, so that everyone got what they needed for an effective or just outcome. And you can see the individual on the right needed two boxes while the individual on the left didn’t need any additional resources to see the game. The principle of equity acknowledges that there are historically underserved and underrepresented populations and that fairness regarding these unbalanced conditions is needed to assist equality in the provision of effective opportunities to all groups. At Sierra Club, we are striving for a full examination of all the impacts and variables, including social and systemic concerns, for more just and fair outcomes.
Can you think of examples of this in your work?
