Leadership Recommendations to Support Diversity

How Does the World See Me?

My Organization’s Commitment to Diversity

Diversity, equity, and inclusion (DE&I) are important components of any organization, and many organizations have made formal commitments to these values. One way to learn about an organization’s commitment to DE&I is to look for a diversity statement or mission statement on their website or in other public materials. This type of statement can provide insights into the organizational values and how they are translated into action. Additionally, many organizations have DE&I committees or other groups that work to further these goals. By learning about an organization’s commitment to diversity, equity, and inclusion, you can get a better sense of whether it is aligned with your own values. At my organization, there is no apparent commitment to diversity—as there is no DE & I statement or reference to diversity, equity or inclusion in the organization’s mission statement. This may be because the organization is a small, family-owned organization and the owners do not feel that they have to follow the same line as larger corporations do on matters like these.

Strengths and Weaknesses in a Prior Organization

As organizations strive to become more diverse, equitable, and inclusive, it is important to periodically assess their progress (Lundquist & Henning, 2020). When looking at my previous organization, it is easy to see that there were some strong areas as well as areas that could use improvement. One of the strong areas was that the organization provided training for all employees on topics related to DEI. This included both in-person and online training sessions on a variety of topics, such as unconscious bias and microaggressions. In addition, the organization had a diverse workforce, with employees from a variety of backgrounds and experiences. However, one area that could have used improvement was the organization’s communication around DEI initiatives. While there was an email list for employees interested in receiving updates on DEI initiatives, not all employees were aware of this resource. In addition, there was no central place where employees could go to find information on DEI initiatives or resources. As an organization continues to work towards its DEI goals, it is important to ensure that all employees are aware of and have access to the resources and information they need (Karakhan et al., 2021).

Elements of My Identity That I Feel are Obvious to Other People

One's identity is composed of many different elements, some of which may be more obvious to others than others. For example, my gender is something that is immediately apparent to those around me, and it is often a large part of how they interact with me. My race is also something that is readily apparent to others, and it can have a significant impact on the way I am treated by those around me. Other aspects of my identity, such as my religious beliefs or my political views, may not be as immediately obvious to others, but they can still play a role in shaping how I am perceived—especially if they see me with a sign of either belief in my office or on my person. Ultimately, understanding how others see me can help me to better understand myself and the way I interact with the world around me, but not every element of my identity is even apparent to me. For instance, even the way I dress can say something about my identity and how I view myself. Dress is one thing I often do not even think much about, yet I do feel that it is an element of my identity that is probably very obvious to other people—and yet how easy it is for me to forget that. Yet another aspect of my identity is my use of language—for language says a lot about a person’s identity; whether one curses or speaks correctly or uses a lot of slang or uses a particular tone: all of this says something about a person (Edwards, 2009).

Whether My Organization Utilizes My Uniqueness to Its Full Capacity

Although I am not sure if my organization utilizes my uniqueness to its full capability, I do know that they appreciate the qualities that I bring to the table. For example, my creativity and out-of-the-box thinking is often lauded by my supervisors. Additionally, they frequently ask for my input on projects that require a fresh perspective. While I cannot say for certain if all of my unique qualities are utilized by the organization, I am confident that the ones that are valued are utilized to their full potential. Consequently, I feel that I am able to make a meaningful contribution to the organization and help it achieve its goals.

Fitting into the Organizational Culture

I have certainly felt the need to change aspects of myself in order to fit into an organizational culture. This is usually because there are certain values or norms that are emphasized within the organization, and which may not align with my own personal values. For example, if an organization values competition and individual achievement above cooperation and team work, then I may feel like I need to adopt a more competitive attitude in order to fit in. This can be difficult, and often leads to feelings of frustration or even resentment. However, it is also sometimes necessary in order to succeed within the organization. Ultimately, it is up to each individual to decide whether the benefits of fitting into an organizational culture outweigh the costs.

Leadership Recommendations

In today’s organizations, embracing diversity is more important than ever. With the globalization of the workforce and the increasing importance of cross-cultural teams, leaders must be aware of the benefits that diversity can bring to their organizations. At the same time, they must also be prepared to address the challenges that come with managing a diverse workforce. Some of the key recommendations that I would make to my organization regarding embracing diversity include: