As it relates to diversity, equity, and inclusion (DEI), so often the “D” prioritizes offering opportunities to those of a minority race, with gender, age, religion, nationality, and even political affiliation factoring in somewhat more infrequently. The “E” ensures such opportunities are designed with fairness in mind.
What about the “I” though? When a diverse workforce is established and equitable opportunities presented, how do we ensure everyone is offered a legitimate seat at the table? Is it enough to diversify our teams and provide equitable opportunities to every individual?
An Exclusionary Inclusion
Ironically, Diversity, Equity, and Inclusionary programs have a tendency to exclude a large segment of the American workforce. Those who are differently abled (also known as “disabled”), or who come from different socioeconomic or educational backgrounds, for example, are not always considered when developing robust DEI programming.
Blindness as a Metaphor: Diversify and Make Equitable Your Inclusionary Efforts
As a test case, let’s think about someone who is disabled, and specifically blind. “Disabled” literally means “not able,” as in “cannot do it,” regardless of what “it” is. I am blind, and I don’t blame people for thinking people who are disabled “can’t do it.” Blindness is often cited as among the ailments Americans fear most, as many cannot imagine how life could continue to exist in a world that can no longer be seen. After all, some people are “visual learners” and have difficulty teaching to those who prefer other methods of instruction. Imagine an IT professional teaching you to use your laptop with the screen turned off.
All that said, what if a blind person could become an executive? What if he traveled independently, utilized Mac and PC computers with ease, and used what makes him different as a tool for making himself better? What if he could use the lessons he learned along the way to teach inclusionary practices to others?
Whether blindness, the loss of health, money, or standing, or the gaining of an addiction, weight, or ill-advised thoughts, we all could soon find ourselves not working to push forward DEI initiatives, but pulling those around us into our world, which we hope to make more inclusive.
Our goal is to share a new perspective on leadership by focusing on the inclusionary practices that serve as a foundation for effective DEI programming. Leaders learn to connect with people regardless of background, experience, or other diversifying factors, and it is our ambition to create and support better leaders who become more ideally positioned to lead a diverse, equitable, and inclusive workforce.
There is no fee for your team’s first live webinar and there is no better, practical or more fun leadership diversity, equity, and inclusion training than “Find the Door,” which is delivered by an executive who is blind and his guide dog. Ask any question, learn how a blind person’s travel skills can help accelerate your career, and find out how you too can “Find the Door” to a corporate culture where DEI is fun, profitable, and embraced by all.
Let’s talk about whether “Find the Door” is right for you!