By Terry Allen
Whenever I opened the front door of the home my grandfather built by his own hands, Lucille “Big Mama Allen shared her wisdom. This time she said” “The grass is always greener on the other side” is a proverb about envy and perception. Every family member who entered the door received this “Big Mama” Playbook rule becasue we were so diverse within out own family structure as yiou can see in the picture.
We are so quick to see the negative in our own lot, so everything else looks better. In the current game of the Erosion of DEI or elimination of legal support we are not playing a divide and conquer game that will allow the opponent to win and uplift other myths like critical race and replacement theories.
As advocates for the accessibility pillar within our DEI initiatives, I commend our collective dedication to addressing critical issues. However, I’ve noticed that sometimes, in our hyperfocus on specific aspects such as physical accessibility, women issues or LGBTQ issues, we may inadvertently overlook the broader goal of fostering equity and inclusion across all dimensions of diversity in the workplace.
If Big Mama were alive her question would be a direct one: “How do we ensure the permanence of DEI efforts on all levels, encompassing race, age, gender, physical accessibility, and beyond, while simultaneously combating the tendency towards check boxing?
I agree with Big Mama, it’s crucial that our DEI efforts not only address immediate concerns but also establish enduring frameworks that promote equity and inclusion for everyone, regardless of their background or identity. This means going beyond superficial diversity metrics and actively cultivating environments where all individuals feel valued, respected, and empowered to thrive.
How you ask? Here are my steps to DEI parity
- Integrate Intersectionality: Recognize and address the interconnected nature of various forms of discrimination and privilege to stay inclusive and equitable for all individuals especially those who represent more then one group.
- Embed DEI in Organizational Culture Create permanence in your organizational structure, policies, and decision-making processes.
- Implement Comprehensive Training and Education: Provide ongoing training and education to employees at all levels to equip them with the necessary tools to actively promote diversity, equity, and inclusion daily.
- Install Measurement: Establish clear accountability mechanisms and regularly evaluate the effectiveness of our DEI efforts through metrics and feedback mechanisms.
- Amplify Marginalized Voices: Recognize the voices and perspectives of marginalized groups in our DEI discussions, ensuring all experiences are central to our governance.
Big Mama knew by collectively addressing these aspects, we can work towards creating a workplace where diversity, equity, and inclusion are not just temporary i but systemwise principles that drive our organizational culture and policies.
Now that is Big Mama’s and my thoughts. Email your reaction to Terryallenpr@gmaill.com I look forward your comments on how to advance this vital aspect of our DEI agenda.
Terry Allen is an NABJ award- winning Journalist, DEI expert, PR professional and founder of the charity – Vice President at FocusPR, Founder of City Men Cook and Dallas Chapter President of NBPRS.org
