The topic of diversity, I believe, can be so simple yet so complex. While some feel it's just about giving equal opportunities to women, others have concerns that it may ostracise particular genders, classes, races, etc.

Diversity is not just about hiring women but hiring the best candidate out of a diverse pool. As a woman, I want to know that I was the best candidate, hence I was selected for the position and not that I was given the role because I am female. Fostering a more diverse pool of candidates is the more difficult path, it can sometimes prolong the recruitment process, and it requires out-of-the-box thinking and creativity. Research has proven time and time again that this is the most profitable way forward for a business or team. It's worth every effort.

Progress starts from diversity but doesn't end there. Below are my thoughts on other facets for consideration.

Inclusion & Belonging

In the past, I mentored an individual who relocated from Poland to take up a new role in Dublin. During a session we had, she said to me, "I just don't feel like I belong here, I don't feel like I am wanted, I feel so out of place, my manager doesn't get me." As I probed further it dawned on me that it's not enough to hire diverse people and stop there. We must make efforts to engage others who look and sound different from us. It's paramount for us to understand their context, traditions, and beliefs and make them feel welcomed and that they truly belong. Curiosity and unconditional love for humanity should lead us to engage and embrace differences.

Quick story - growing up in Nigeria, I met Sarah at school, who was from England. Her skin, hair, and dance moves were different :) Everybody wanted to be Sarah's friend, I was so proud to have her as my best friend. As I got to know Sarah, she exposed me to a different world and knowledge. What I found unique about this was that everybody wanted to engage with her. Infact sometimes I felt a hint of jealousy as she became so popular which meant I had to share her with others. Sarah, although she looked and sounded different from 99% of the students, felt included as a member of the community. She felt loved and accepted which helped her settle quickly into school.

I recently spoke to a distraught individual who was hired into a company; he shared his story of how his manager felt his accent was a barrier to his success. He narrated how his manager started to coach him on 'how to speak in a different accent.' As he spoke he sobbed and said, "I had this same accent when 4 managers interviewed me and offered me the role. I thought being my authentic self was valued here."

Now, as always, I like to assume good intent, and perhaps this manager thought they were trying to help this individual and 'coach' them in the hope of 'enhancing' their communication skills. Little did this manager know that this action, perhaps well intended, scarred that individual, and tampered with his confidence, identity, and authenticity. As leaders, we must be conscious of honoring authenticity and find ways to leverage the differences others bring.

We must not stop at just hiring a diverse team, but go the extra step in creating an environment of inclusion and belonging. Engagement and seeking to understand are important elements to problem solve. Some questions to ask are - Does your organisation foster an environment for diverse expression? Is your business or team creating a place of psychological safety for others who look and speak differently? Do the leaders and the culture of your organisation support inclusion & belonging? How versatile and cognitively diverse is your organisation?

Intersectionality & Privileges

Often when we talk about diversity, it is majored on gender diversity. Dictionary.com defines intersectionality as "the theory that the overlap of various social identities, such as race, gender, sexuality, and class, contributes to the specific type of systemic oppression and discrimination experienced by an individual." While we may now be creating a better environment for equal rights for women, it is critical that we are conscious that, under the 'umbrella' of women we have different layers which lead to different privileges and challenges.

According to the Women in The Workplace 2018 survey, women of color are not only significantly underrepresented, but they are also far less likely than others to be promoted to manager, they are more likely to face everyday discrimination, and less likely to receive support from their managers.

Often when I mentor youths, they are always so fascinated to see a female leader of colour. This is because it is not a representation they see often. People can only aspire to what they see. This also shows that I am more privileged than many others due to the opportunities I have been blessed with.

So my point here is that we must all be aware of our privileges which can be more or less than that of others, based on factors such as race, gender, class, etc. This consciousness will enhance gratitude, build empathy and challenge us to help the less privileged rise!

Conclusion

Diversity, inclusion, and belonging starts from how conscious we are of our biases, how we challenge those biases, and how we go the extra mile to engage. Let us seek context and build the courage to come out of our comfort zone in order to understand the new or different. Our world will be a more diverse and inclusive place through the commitments, awareness, and actions you and I take today. We must be the first to change in order to see the change we desire.

* I can also help you as a startup coach, startup advisor, gtm consultant, monetisation, company culture, revenue growth, leadership coach, leadership workshop and more. Contact abi@leadnotlag.com