Working in partnership: Building and sustaining an inclusive culture
Lynette Barksdale, vice president of diversity & inclusion at Goldman Sachs, shares some tips for furthering D&I in the workplace.
As we look ahead to 2021, high on many companies’ priority list is increasing diversity and inclusion in the workplace. Not only is it a matter of social conscience, but studies have shown time and again it makes good business sense.
Still, for many businesses that have not made D&I a priority in the past, letting go of old habits and embracing new ways of thinking and operating can be difficult. Simply knowing where to start the conversation, and opening up the dialogue with employees of color, is an important first step.
Related: If companies are serious about diversity & inclusion, here’s how to walk the talk
Recently, Lynette Barksdale, vice president of diversity & inclusion at Goldman Sachs, shared with BenefitsPRO some of her insights on the issue of diversity and inclusion and what companies can do to move the needle.
How can companies engage in inclusive storytelling that highlights Black and BIPOC voices?
Inclusive storytelling is a vital part of building bridges between communities. Storytelling allows people to learn different experiences and perspectives they may not uniquely have.
Companies can engage in inclusive storytelling by providing building trust on teams and creating a safe space for all people to authentically share their stories when they are ready to do so. It is important to not force people of color, or make individuals feel pressured to share their unique stories.
What are businesses missing out on when they silence Black voices?
Businesses are missing out their ability to gain insights, profits, and innovation when any voice is silenced in a space. Black voices have been silenced for centuries, but their ideas, culture, and innovations have been profited from without credit or validation. It is important now more than ever for businesses to not only include Black voices, but to also ensure that they are not seeing these voices as monolithic. There are so many nuanced intersections of Blackness, and it is important to invite all of those voices to the table.
What can companies do to create a culture that highlights Black experiences?
It is important for companies to first identify the aspects of their culture that suppresses the Black experience. Whether that be in the way ideas are heard, projects are assigned, or the voices that are elevated, it is very important to determine where the areas of opportunity exist.
Once those areas are identified it is important to ensure that there is psychological safety so that when sharing experiences individuals do not feel isolated, targeted, or in fear of retaliation. These experiences must be validated, honored, and respected.
How can creating the space for Black voices ignite activism and change in business?
Many Black voices have been used to ignite change in some of the biggest and smallest ways. It has ranged from how employees are treated in their everyday workplaces to how companies donate time and money to external organizations. By creating a space for Black voices to identify the causes and issues that are important to them, it can help organizations develop a deeper consciousness around the impact that they are having in the communities in which they operate in.
When local community members and companies are working in partnership there are valuable benefits that come from these relationships. From the ability to partner on the future of work, to thinking about creative solutions for systemic community challenges, these partnerships can lead to transformational changes that start at a local level.
How can leaders respond to employees resisting engaging in these conversations?
Responding to employees who resist engaging in conversations around equity and inclusion is not the best use of the limited time that leaders have available. It is more valuable when leaders use this time to raise their voices around the change that is taking place from conversations, and their expectations around ensuring that teams are inclusive and equitable.
As shifts happen in organizations and individuals are held accountable for their behaviors that are exclusive, it will become clear that those not doing the work will be required to develop these skillsets. It is then up to those very leaders to determine how they will consistently hold these individuals accountable to build and sustain the inclusive culture that the organization is striving for.
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