D E & I Are Not Just Letters



I am proud to be part of SHRM's Together Forward at Work (TF@W) campaign. TF@W is a call for the HR Profession and broader business community to drive racism and social injustice out of America's workplaces through specific actions and measurable outcomes of human equity.

I have been in the Human business for nearly 13 years. I get to work with organizations to reward and recognize employees for a variety of achievements and contributions. There are so many different ways we can look at organizational impact and form initiatives to produce measurable results. Bringing attention to racism and social injustice will involve a much different approach. We cannot package human oppression as a module. We cannot change inequality through pizza parties. Our work moving forward will involve a far more complex approach to organizational change.

Organizations across the world are trying to discover their voice in this time of social injustice.... it might be better just to listen.

There is so much to be repaired. Let's get to work.

D, E & I are not just letters

A friend of mine prepared tirelessly and went through a 90-day interview process to be rewarded a prominent job at an established technology firm. She left her former employer and prepared for the first day of the rest of her life. On her first day, she was introduced to an onboarding program on the company's internal social software. There, she saw that her new manager had received a "Diversity Champion" badge for hiring her. She thought she earned the opportunity through her hard work and expertise. Needless to say, her first day at the firm was her last.

Too often, organizations look to systematically deploy ways to improve diversity, equity and inclusion only to further validate systemic prejudice.

I was intrigued to hear VMware is mirroring the NFL's Rooney Rule on a recent HR Famous podcast. The organization has committed to having minority candidates involved in all hiring opportunities. A foot forward in a long journey ahead.

It is time for organizations to commit, take action and prove results.

HR Tech and Inclusion     

Many people of diverse backgrounds are oppressed by their Managers. If one-to-one closed-door meetings and confidential performance reviews are the only way individuals can advance in an organization, they will be continually held back by those who have assumed power.

Employee Recognition can be an organic act of inclusion. You might see a face different from yours on a profile accompanied by an accolade of achievement to present their greatness to the entire organization. Public Leaderboards may introduce less-vocal employees through their consistent achievements. Social community contributions can be tracked and measured outside of silos.

Individuals are not expecting favors for being different, they are simply seeking equal opportunity.

2020 will likely be regarded as a historical nightmare to the world economy. If nothing else, hopefully, we can emerge from the slumber of this year with a collective approach to allow employee voices to form organizational change.

We are rebuilding together to be better forever.

Let's Get To Work!!!

Together Forward @Work is a call-to-action for the HR profession and broader business community to drive racism and social injustice out of America’s workplaces. Get the resources you need to create racial equity at work. 


The SHRM Blog does not accept solicitation for guest posts.

Add new comment

Please enter the text you see in the image below: