Let’s Think Next Steps

It’s not enough to diversify and include, we must consider equity.

Canonical Diversity and Inclusion practices governing workplace dynamics and workforce development can be outdated and ineffective. It’s time for a new approach.

We can progress beyond inclusion and move intentionally toward equity.

We can develop strategic plans centered on history, identity and reconciliation.

We can begin this process by asking preliminary questions and developing policy and plans in response. Here are a few examples of such inquiries:

We can seek out workforce and business partnerships in established and disproportionately impacted areas as a means of inclusion but are we considering the inevitable tribulations that often stifle organizational integration? What type of environment will those from marginalized, subjugated and underserved communities be included in? Are we prepared to consider rules and guidelines that shift rather than maintain longstanding ideals defined by a history of oppression? We can diversify quickly at the entry level but what about management and ownership? What skills are we seeking? Is cultural competency desired or required? How are those we engage compensated for this knowledge? Do we expect unpaid cultural labor or do we remunerate staff for their intellectual labor? When we are faced with allegations of discrimination, do we seek to only to resolve or to both resolve and restore?

These are only a few of the areas Kara explores in working with institutions and organizations of all sizes.