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Traditional Diversity, Equity and Inclusion efforts have focused heavily on recruitment and retention, totally missing the bigger picture issues that have kept either from having deep impact or being sustainable. The emphasis has been on “diversity hires'': Where are they? How do we get our position descriptions to them? How do we convey a compelling story about our organization that will draw them to want to work for us? 

We create targeted lists of places we think all the “diverse candidates” will be: HBCUs, community and activism focused groups, specified professional organizations. We send our one recruiter who seems to be either a member of the target community or comfortable in intercultural interactions as the spokesperson. And we aren’t successful.

It’s been a bit of a dog chasing its tail story for decades. In 2022, traditional focus on recruitment and retention won’t help us build a diverse and competitive organization. 

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The time is here! EVERYONE is ready to make progress on equity, diversity, inclusion and anti-racism. Different than in the past, leaders are ready to move beyond a one-off training or charge a diversity committee with doing the heavy lifting alone. Most of what we’re hearing are requests for 1) EDIAR Strategy, 2) strategic planning that integrates EDIAR throughout the organization’s core business operations, and 3) enterprise-wide competence development for leaders and managers on what EDIAR means for them, their practices, and their accountability for advancing the organization’s values and goals.  

For those who are interested in strategy, we often work with clients on the importance of not jumping too quickly into implementation. A lot of well-intended leaders and managers want to quickly solve problems that have either been pervasive or are the focus of recent attention. Most tempting are those nagging itches that we have never been able to...

^{Librarian of Congress Carla Hayden, Poet Laureate Tracy K. Smith, and National Youth Poet Laureate Amanda Gorman.}

You’ve probably seen or heard of “Black Girl Magic”. It’s a movement that was popularized by CaShawn Thompson as a way to recognize women around the world who are persevering, despite adversity, and to celebrate their accomplishments. It’s such a powerful sentiment that Michelle Obama references it, as well as singers, athletes, and journalists. As a Black woman, I definitely believe in it, witness it daily, and think I have a healthy dose of my own Black Girl Magic that I bring into the world. One thing I’ve always yearned for is more collective Black Girl Magic. Wouldn’t that be the natural extension? 

I spent the early years of my life exploring ideas of culture. How does culture work? Why do cultural groups behave in certain ways? As part of my reflection, I often observed other cultures--Jewish, Italian, Mexican,...

Over the past 6 weeks, we have been in conversation with thousands of Black, Indigenous and People of Color as well as managers and leaders. We have shared in trauma-filled spaces with other Black folks. We have facilitated sessions for allies–those who are trying to act to end injustice–even though that injustice that has (arguably) not had a direct negative impact on them. We’ve also coached managers and leaders who are committed to action but cautious about their own level of understanding and not wanting to misstep. 

The question that has come up over and over when talking with managers and leaders boils down to this: 

How do we find our leadership voice in the face of racial injustice? 

My first suggestion is not to begin with what you will say. Many leaders immediately believe that we have to say something, do something, fix it. Trust me, 400 years of racial injustice is not going to be undone by the great speech you make now or ever....