You Belong Here

Stretch

In my coaching practice, I’m often approached by aspiring allies and accomplices asking questions like, “How can I show up as an ally?” or “What can I personally do to support inclusion?”

These are smart questions. In 2024, with the wave of attacks against DEI in the United States and some organizations scaling back on their commitments, these individuals are cutting through the noise. Despite the constant fear-mongering around DEI being dismantled, we’re seeing the opposite among practitioners.

DEI has firmly established itself on the global stage, with organizations in emerging economies—India, the Philippines, Mexico, and more—making deeper investments in this space. These organizations recognize that to attract, hire, and retain top talent, they need to create environments where people from diverse backgrounds and identities can thrive.

As our world becomes increasingly interconnected, building inclusive skills is essential, not optional.

So, where can you start? Begin with small steps. Here are a few to consider:

Include your name pronunciation and pronouns in your email signature. While it may seem minor, it’s a powerful signal for those who experience frequent mispronunciations or misgendering.

Use inclusive language. Familiarize yourself with non-inclusive terms and seek alternatives. The American Psychological Association offers an excellent guide for this.

Give credit where it’s due. When you see a colleague’s good idea or effort, acknowledge it. For example, saying, “I’d like to build on Sarah’s point…” helps model recognition. This practice is especially impactful for individuals from historically marginalized groups who may not receive due credit.

Be an upstander in small moments. If you hear an exclusionary comment, address it with a gentle reminder. A simple, “Let’s keep our language inclusive” can set a positive standard without escalating the situation.

Be willing to be wrong. You won’t always get it right as you practice inclusive behaviors. Be open to learning from mistakes and making changes along the way.

These suggestions are just the start. If you’d like more ideas, I’d be happy to share them.

What would you add?

Reflect

1. When was the last time I challenged my own assumptions or biases?

2. What actions do I take to ensure everyone feels valued and respected in group settings?

3. How do I respond when someone points out an exclusionary action or behavior I may have displayed?

Act

1. Engage in Self-Education: Seek out books, articles, podcasts, and documentaries that center on inclusivity, bias, and diverse cultural experiences. Check out resources like, So You Want to Talk About Race by Ijeoma Oluo and The Diversity Gap podcast.

2. Take Implicit Bias Tests: Tools like Harvard's Implicit Association Test (IAT) can help people identify unconscious biases they may not be aware of, helping you identify where you might need to focus your growth on.

3. Seek Out Experiences Outside of Your Comfort Zone: Attend cultural events, festivals, and community gatherings different from your background to gain appreciation and understanding of other lived experiences.

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