Actually Following Through on DEI with Sameera Kapila
Sep 6, 2023
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Sameera Kapila, product designer and author of Inclusive Design Communities, joins the podcast to answer questions about effective diversity, equity, and inclusion (DEI) efforts in the workplace. Topics include creating inclusive environments, integrating DEI work into daily operations, representation challenges, and the importance of partnership and rest.
DEI advocacy should focus on making a meaningful impact through personal strengths and aligning with individual abilities and passions.
Creating compelling and energizing DEI committees involves integrating initiatives into the fabric of the organization and aligning goals with overall company objectives.
To seek representation without tokenization or burdening diverse employees, actively involve marginalized individuals, use data-driven approaches, and filter for those willing to represent their experiences.
Deep dives
Balancing DEI Advocacy and Risk
The question addresses how DEI advocacy is viewed in the workplace and how to balance advocating for less privileged coworkers without alienating leadership. The person is white passing with privilege and is unsure of their role in DEI work. One approach is to communicate with leadership using data, success stories, and research from external sources to show the importance and benefits of DEI initiatives. Another suggestion is to focus on personal strengths and find ways to contribute within those areas. It is important to consider one's own well-being and set boundaries to avoid burnout. The focus should be on making a meaningful impact and finding outlets that align with individual abilities and passions.
Compelling DEI Committees
The question discusses the challenges of creating compelling and energizing DEI committees. The person has been a part of such a committee where progress was slow and wants to know if there is a better approach. It is recommended to integrate DEI initiatives into the fabric of the organization rather than treating them as standalone projects. This involves ensuring that the committee is represented at higher levels of management and that their goals and metrics align with overall company objectives. Allocating dedicated time and resources for committee members and involving them in decision-making processes can also help create a sense of purpose and motivation.
Seeking Representation without Tokenizing
The question explores the balance between seeking representation and avoiding tokenization or burdening diverse employees. The person is concerned about the responsibility of representing less privileged coworkers. It is important to avoid making assumptions and to actively involve marginalized employees in the decision-making process. Suggesting an anonymous identity-based survey to gather data and working closely with employees to understand their comfort levels and willingness to participate can help create inclusive representation. Opt-in approaches and filtering for individuals who have the desire and capability to represent their experiences can also mitigate tokenization and burnout risks.
Advocating for Change and Avoiding Alienation
The question addresses the responsibility of advocating for change as a person of color with privilege and how to avoid alienating leadership. While the person recognizes their privilege, they struggle to balance advocating for less privileged coworkers without risking their own standing with leadership. It is suggested to communicate the importance of DEI using data, success stories, and research to gain support from leadership. Focusing on the shared goals of the company and presenting ideas in a language that resonates with leadership can help create understanding and alignment. It is important to set boundaries and prioritize well-being while actively pushing for necessary change.
Who Should Do DEI Work?
The question explores who is responsible for DEI advocacy and whether it falls on people of color or leadership. The person identifies as a woman of color, white passing, and questions the balance of advocacy and the role of leadership. It is important to recognize that addressing systemic issues requires collective effort. While marginalized individuals may carry a burden, advocating for change should involve everyone, especially those in positions of power. Seeking partnerships between marginalized employees and leadership can create a shared responsibility for driving DEI initiatives. The focus should be on systemic change rather than individual burden.
So your company put out a statement about its commitment to DEI (or DEIB, or IDEA, or whatever your workplace calls it)-- now what? Efforts to make workplaces more diverse, equitable, and inclusive can often get bogged down by the processes and culture that made the efforts so necessary in the first place. Sameera Kapila, product designer and author of Inclusive Design Communities, joins host Anne Helen Petersen to answer listeners' questions about how to keep doing the work, and make it effective.
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