Introduction

How does the culture actually feel? This is a question that has challenged me, professionally, as I seek internship and full-time opportunities. After George Floyd’s death on May 25, 2020, the whole world, in the midst of a ranging pandemic and involuntary isolation, was forced to face the racial injustices that regularly impact black and brown communities head on. The devastation of this killing forced many companies to re-examine how racial injustices not only affects their employees every day, but also how the systemic structures within their organizations are not benefiting black and brown men and women. As a black woman, I felt seen and empowered by companies and organizations who decided to take a stand against racial injustice. Many promised to make valiant efforts to look at data and initiated commitments to change policies and practices that disadvantage minorities. These commitments also included financial and systemic changes to prioritize keeping Diversity, Equity, and Inclusion (DE&I) at the forefront of business decisions. But, with promises comes the expectations of follow-through and fulfilment. Similarly, when your highly sought-after diverse talent shows up, they should be confident that they are entering into an inclusive environment, under the guidance of thoughtful and intentional leadership.

Personal Background

It is not uncommon for me to arrive in a professional space or setting and be the only Black woman or woman of color. Throughout my life, I have experienced deep and real instances of microaggressions, biases, stereotypes, and blatant racism while in these professional spaces. I am an advocate for companies creating BOLD goals, such as having women making up 50% of the workforce by 2030 and using these goals to produce diverse talent. I do wonder, however, how are companies looking at inclusion, and ensuring that with these BOLD goals we are changing the culture of our company in a way that has never been considered or done before? How can we create an inclusive environment, so that when our diverse talent does have a seat at the table, we hear them, we work to understand them, and most importantly we see them? I am personally speaking from a black woman’s perspective, but this includes all diversity, not solely limited to race. How can companies ensure to not forget the I, in DE&I, and ensure their diverse talent doesn’t feel alone and isolated in these spaces?

Her Story

During the week of March 28, 2022, we witnessed Judge Ketanji Brown Jackson’s confirmation hearing with the Senate committee. Although it is their job to vet and ask imperative questions of the nominee, it was a public display of how often Black people, and specifically in this situation a black woman, must nod, smile, and comply while being publicly disrespected and treated unfairly. Regardless of political affiliation, the messages and attitudes that were conveyed reach far beyond party lines. Ketanji Brown Jackson has been deemed overqualified, regarding her background and experience, in comparison to her counterparts who currently sit in the Supreme Court. Nonetheless, at that moment, I had never felt more seen. In an eerie way, it was a mirrored reflection of the emotionality that comes with having to carry yourself in a way that is distinguished and poised, regardless of how demeaning someone is to you, or how someone doesn’t recognize or see your value. Keeping in mind, these factors are coupled alongside the extensive amount of experience required to even be considered. In those moments, during the hearing, none of that mattered. It was beautiful, however, to see how Senator Cory Booker took the time to validate Ketanji Brown Jackson and affirm everything she has done. He saw her. He also intentionally voiced his affirmations toward her publicly, so everyone around the world could, even if just for a moment, see Ketanji Brown Jackson through his lens. There was a crucial statement Senator Booker made that I presume resonates so profoundly with many minorities. He said: “What we do not often say out loud is that for those of us who reach great heights, we have not only worked twice as hard, but we have also been hurt twice as much, and probably more. For Jackson to reach this place, she has had to weather a lifetime of this treatment and not let it stop her” (Kendall, 2022). When I think of this statement and not letting the I’s stand alone, this is a perfect example of the BOLD steps that are necessary to create a truly inclusive environment.

As we have observed over the past two years, there are many people who recognize disparities and are willing to make the necessary changes to ensure that there is diverse representation. There are also people who are committed to ensuring that there is an equitable process, but what happens when you show up, similarly, to Judge Ketanji Brown Jackson? To answer that question, let’s make sure that we don’t make “I” stand alone when we think of DE&I. Let’s ensure that when our diverse talent shows up, with their diverse experience, thoughts, and personality, that they don’t stand alone. In some cases, the candidate may be the only minority in the room. Ketanji Brown Jackson is the first Black woman to ever be nominated for Supreme Court Justice. We are witnessing history in countless ways. Moreover, to have systemic change and retain the amazing diverse talent that we recruit, we can utilize some of these steps below:

1. Diagnose the Problem

Initiate an audit or review of your current organization to identify the nature and culture of the current work environment. This process can be completed through employee experience or engagement surveys. This intervention will help the business identify how employees are feeling, their mindsets, and behaviors resulting from current diversity practices that are shaping the climate (Hirsch, 2022). This will help you diagnose where your problem areas are and what needs to be addressed with your current culture. Ultimately, the overarching goal is to foster and retain more diversity and promote inclusivity.