DEI conversations often seem hard and heavy. This year during our annual staff retreat at TGR Foundation, we were joined virtually by Farzana Nayani, a recognized Diversity, Equity & Inclusion specialist, Intercultural practitioner and author of Raising Multiracial Children: Tools for nurturing identity in a racialized world. Her presentation was a refreshing look into DEI and her personality made it easier to think about and engage in dialogue around practices that can help us all understand and grow together.
Seeing her passion and smile throughout the session changed the atmosphere even though we were all in separate rooms. I loved how she provided specific examples, personal stories and practical tips that we can implement with ease. While addressing a topic that can be easily be "preached," she opened the door for engagement and encouraged it. Although there were several valuable insights, I wanted to share four tips and quotes from Farzana to help you lead with a DEI Mindset.
“Leading with a DEI mindset even goes beyond your immediate you know orbit… Push beyond what the narrow vision of diversity is. Think about how it can be expanded and at the same time who could be overlooked if we have a narrow view of diversity.”
Farzana Nayani
1. Update policies and procedures to reflect the values of the company or organization.
“In any instance where it's a tricky one where you're pushed, maybe conflict or challenged, use it as a way to think about how it can be made into a policy or criteria that will relieve the burden of the individual and put more clarity for the organization.”
If you’re not in a position of leadership, share your experiences and opportunities for policy and process development with those who are.
As an individual, assess your values, how your habits and lifestyle align with your values and where you can make adjustments.
2. Ensure that your team is aligned on your mission, vision, values and goals.
“So how do you get everyone on the same page? Who makes the call? Go back to what your vision is. Go back to what your goals are and the showcased the efforts toward those goals, not as if they're new but as if they've always been there.”
Familiarize yourself with your organization’s mission, vision and values. Identify positive highlights and outline opportunities for change.
3. Use your power and influence to drive change.
“Everything is a new frontier so perhaps you can get those spaces that seem less inclusive and think about like how can I infiltrate that and make it more inclusive for the people who we serve and represent. Then you can wake up and look in the mirror every day and feel proud of yourselves for what you've contributed because you have the power and influence… There could be a learning opportunity to help not only maintain your own sense of equity inclusion and diversity but to push the industry, and that's where we're at right now with you all leading with a DEI mindset.”
Don’t underestimate the value of your voice and perspective. Use it for good.
4. Develop and maintain a feedback loop.
“Here's how you can engage in a sensitive way:
- Invite input.
- Listen deeply when input is shared.
- Ask questions like ‘What support you need?’ ‘What is important to you?’ ‘What is necessary?’ and then really be clear and ask ‘What are we missing what can we do better?’
The how really should be co-created; the how should be something you develop, but the ‘what can we do better’ is good feedback. So this is something that is the charge of not only your DEI committee but also you [your company or organization] as a whole.”
To learn more about Farzana, purchase her book or schedule her for your next staff planning session visit farzananayani.com.
In addition to this session other favorites include a wellness session where we were joined by a professional chef who guided us through a stuffed Tuscan chicken recipe and another that gave us the opportunity to take an assessment to identify how our skills and interests aligned with career opportunities.
The committee did a great job of creating synergy throughout every session of the retreat. I appreciated having the preparation and clear expectations of when cameras should be on, breaks scheduled at the perfect times, options for wellness sessions and a swag box to kick off the retreat. As we continue through our 25th anniversary and into the future of our programs and events it was a great reminder of where we've come from and where we're going as an organization.
Do you lead with a DEI mindset? Which of the tips will you implement or share with leaders in your organization? Share below in the comments or connect with me on social media @JASMINECTATE.
Hugs & Handshakes,
Jasmine C. Tate