An Equity Minute — Intentionality

One of last week’s “Equity Minutes” was a discussion about inclusion. The main message was that by including persons of diverse backgrounds, experiences and thoughts, you create a better, higher functioning team. Several readers commented that this has to be done with INTENTIONALITY. I agree. So, how is intent exercised, made real? Here’s a few thoughts.

If you’re not intentionally creating cultures of inclusion, you are unintentionally creating cultures of exclusion. Why? Because diversity is a fact, while inclusion is an act. Put another way: Diversity is being invited to the party; inclusion is being asked to dance.

We have to get comfortable with being as intentional at building our teams and engaging them as we are about the decisions we make for ourselves. Build a diverse team on purpose. Hire and promote not because a candidate “fits in” but rather, because they bring a diversity of thought or experience to the enterprise.

We also have to be enthusiastic about engaging with every member of our team. Create, on purpose, a workplace where every member of your team is not only welcome to participate but actually asked for their input, thoughts, ideas, suggestions. Reach out. Seek out. Speak out.

Intentionally creating a culture of inclusion begins with the first well-thought hire, request for suggestions or planned meeting. The trick is to get started. And then, keep it going, intentionally!