Role models are really important for DIBs because until people see people like themselves doing well, it’s hard for them to believe they can. This video helps you create role models for DIBs in your workplace and the role they play in helping to advocate and advance not only your strategy but individuals within your company.
- Role models for DIBs. I think it's everybody and I think there's a disproportionate burden on management and rightfully so. I think there's also a disproportionate burden on recruiters, on HR. I think it is a responsibility across the organization to try to get this right and around the world. Thinking about DIBs in India is different than how DIBs will manifest in Singapore or Japan in recognizing their culture and how they listen. I think that getting on the journey is fascinating, but if you try to make one-size-fits-all on DIBs, you also will fail, you'll stumble more frequently. So your role models have to be diverse in nature. They have to be around the world. They have to be from top to tail in your organization. Hopefully your CEO's doing some of this work with you. Even if it's only on gender, even if they pick one sliver of what is a diverse world, that helps tell the story and model something. And then pick some other senior executives, be it an LGBTQ, be it an introvert, be it a mom, be it a dad, returning from parental leave. How does that manifest in an organization? How do you stay human in the world today at work is everyone's imperative and I think you need role models for different things around the world so I can see what that looks like. So, yeah, we need role models. We need to see what works and what doesn't. I learned from my mistakes but I can teach others through my mistakes. So role models also have to be really vulnerable and brave to say not only did this work and why it matters to me but this is why I learned this lesson. It was hard and this is where I stumbled so you won't run in the same potholes or the bruises that I had. You can make your own mistakes but you don't necessarily have to make mine. So it's how you welcome someone. It is being there when you're needed. It is asking for differences of opinion, giving permission to play devil's advocate. Give me an opposing point of view. It is learning how to be advocates for others on the video. Turning on your video. For goodness sakes, if you have technology, turn on the video. Don't show me emoticon as your video. Show me you, I want to see you. Model that so as a leader if you're not turning on your own video, even if you're on your iPhone, let them see you. People want to connect. So I think those are the things you can do in everyday moments that thread across the organization and create momentum. And I think it's asking the question, this is where I struggled originally, especially as an introvert. How are you, how was your weekend? And then shut up and listen. (chuckles) I used to say, "Hi, how are you?" and keep walking. That is an anti-belonging moment. I don't suggest anyone do that. If you're going to ask someone how they're doing, please care enough to listen.
- Determine what prevents a company from being equitable.
- Explain the importance of storytelling.
- Construct how an interview process should work that would enable you to hire diverse talent.
- Describe the purpose of listening to employees.
- Determine the factors for choosing DIBs role models in a company.