Diversity and Inclusion

Diversity and Inclusion

Rosalind Brewer’s video, How to foster true diversity and inclusion at work (and in your community), provided very good insight and a lot of take away notes on diversity and inclusion (D&I) in the workplace.  After watching her video, it guided me to do some research on five additional questions.

Why is diversity and inclusion important?

Both are interconnected, but not interchangeable.  In the workplace, diversity consists of individuals that bring new perspectives and backgrounds to the table.  Inclusion is how well the contributions, presence, perspectives of those different groups of people are integrated into an environment.  It also means that everyone in the diverse mix should feel involved, valued, respected, treated fairly, and embedded in the culture.

What is my situation/perception of D&I in my own workplace?

I faced an issue of diversity when I first entered the healthcare field, i.e. radiology.  I attended the radiology and nuclear medicine programs at the hospital, where the students and technologists were mostly females.

After completion of those programs, I was hired full time in the nuclear medicine department, which for years was managed and operated by females, but the radiologists consisted of all males.  About four years into my nuclear medicine career, a male technologist was hired.  After a year or so into his position, he became supervisor due the interactions and persuasion from the male radiologists, and went on to eventually receive a manager/administration position.

            It took me ten years to achieve my supervisor role.  I want to be able to continue my leadership pathway, as well as grow effectively in that position to guide my department successfully.

Where should everyone be in the D&I setting (asked by Mrs. Brewer herself in the video)?

            Diversity and inclusion are a learning journey.  The biggest opportunity in the workplace would be to have an inclusive environment where everyone is a considered a partner and feels welcome to be their natural self and respected, as mentioned by Mrs. Brewer.  By building a partnership, you are essentially establishing relationships and expanding your network for others to follow.  Also, instead of training and development courses, listening sessions would be more ideal to help expand the culture and keep a positive environment.

When did D&I start?

            “Workplace diversity training first emerged in the mid-1960s following the introduction of equal employment laws and affirmative action. Prior to this, many companies had known histories of racial discrimination. These new laws prompted companies to start diversity training programs that would help employees adjust to working in more integrated offices.” (Dong, 2021)

How can we make a difference in the workplace setting?

            In the workplace, everything starts with your “leader/partner”, whether they are CEO or someone you work alongside every day.  We must take all take part and be a good “leader/partner” if we want to see change in our environments.  Mrs. Brewer stated, “The best leaders have good intentions, but they don’t understand.”  Everyone must take time to get to know each other and listen with empathy.

Mrs. Brewer mentioned we must build strong lasting relationships and make key partnerships.  One should want to make a difference in their community and/or organization.  Most of all, Mrs. Brewer’s key “take away note” from her video would be that we must make others “feel safe, comfortable, heard, and seen”.

References

Brewer, R. G. (n.d.). How to foster true diversity and inclusion at work (and in your community).

[Video].

Dong, S. (2021, June 2). The history and growth of the diversity, equity, and Inclusion

Profession.

https://insights.grcglobalgroup.com/the-history-and-growth-of-the-diversity-equity-and-inclusion-profession/