Imagine putting an entertainment center together in your living room and finding out that you missed an important piece when you finish (this has happened to me several times - oops!). For some of your decor, it might not be that big of a deal; however, are you going to take the risk of putting your new QLED flatscreen TV on it, knowing that it may not be sturdy enough to hold it? Yeah, me neither!
As odd as it may sound, this is a lot like integrating an equity lens into your work. Reading the directions might require us to take a pause, but the outcome in the end tends to be better for everyone involved. In your work to advance equity, you must include equity as a core part of our process from the beginning, because it typically doesn't work as well when done retroactively, which can bring risk and harm to our organizations. Before we continue, let's take a second to define equity. There are many definitions of equity, so I will explain using an analogy I learned from a friend and colleague of mine. Think about equity like a pair of shoes. I wear size 13 shoes, so whenever I go to the shoe store or bowling that's what I look for. If I walked into a store and everyone was given a size 10.5 shoe, I would be negatively impacted and would likely develop some sort of foot pain or issues leading me to see a podiatrist. The podiatrist could just give me a size 13 shoe and send me on my way, but the harm has already been done. What if I could walk into that store and have received a size 13? What health challenges and long-term effects could I have avoided by getting the right size shoe in the first place. When you approach our work equitably, you appropriately resource individuals and groups, to address historical and persistent harms, to ensure the best outcomes. In essence, you are ensuring that one's social group identity isn't a predictor of negative or disparate outcomes. My friend Jaya Mallik with Jaya Mallik Consulting recently wrote an article titled, "DEI Programs: Their Existence Depends on Our Intentions". In this article, Jaya talked about the restructuring of our hiring practices in the contentious landscape of DEI work and ongoing efforts to derail, defund, and dismantle this work. She asserts that a (traditional) focus on hiring quotas can create negative unintended consequences on organizations, including bringing an incredible amount of risk. Instead, she offers the need to focus on the characteristics, knowledge, skills, and abilities of talent that don't rely on social group identity markers. To actualize this approach, with a net benefit of minoritized groups, it is essential to have an approach that builds equity into the beginning and throughout the process. So how do you use an equity lens in your work? I'm glad you asked! I recommend that organizations use this 7-step process to begin examining their work through an equity lens.
Finally, an assumption you should make in this process is that you are regularly engaging with those impacted throughout the process. Start by integrating small changes into a process so that it's iterative and can be modified and fixed along the way. There's a large margin of error when you build a project plan and seek to check the boxes. Transforming the approach can help you make continuous progress and move you to your overall goals and outcome faster while mitigating risk. Who wouldn't want that?
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![]() Welcome to my blog series called "Word of the Week". This part of my site is where I speak to various phrases, quotes, ideas or actual words that resonate with me and my DEI work. Have you ever heard someone say something that resonated so much that you struggled to find the words to show affirmation or agreement? That's where the word "word" comes in. The word "word" has many connotations, specifically within the Black community. You can say "that's a word" sarcastically, showing some level of disapproval; "word" to show a level of agreement or the need for affirmation (word? = really?). For this blog series, I use an additional definition, often phrased "a (whole) word" which shows approval or resonance with something that was said. This might be used a similar way as "preach" which has a similar meaning and purpose, especially as it relates to Black church culture. So why this series? In the first semester of my doctoral program (which I have since left), I had a professor who was extremely challenging but is someone I learned a great deal from. One thing she said is that, "there's very little knowledge that hasn't already been explored or spoken about, so cite your sources and build in your own thoughts and reflexiveness". That's exactly my hope. There are such brilliant thinkers owho have contributed insightful and thought-provoking information for us to learn from and reflect on. I call these gems and my response to them hottakes. Again, the phrases, quotes and thoughts I am reflecting on are not my own or likely adaptations from things I have heard in the past. When we systematically exclude people and groups from their contributions and bodies of work and literature, leading to their erasure as experts and contributors, we are committing an act of epistemic violence. So, if you use these quotes, phrases or words - please be sure you are giving credit to the originator of that work, when able. If you have worked with me in the past, you may have heard me compare the work of diversity, equity, and inclusion (DEI) to preparing and running a marathon. Marathons are the example I use, but any new skill you are trying to learn could be applied (i.e., learning a new language, picking up a new hobby, or playing a sport). If you were not a regular distance runner, and I dropped you into the middle of a marathon expecting you to complete it, I can't imagine it would go well. If you are not taught how to prepare for a marathon, it might be asking for too much to expect you to complete it on your first try.
Now, let's connect this to DEI work. How often are we treated to look at culture more subjectively and given the skills to effectively communicate across differences? Personally, no one taught me how to do this growing up. Instead, I learn principles like the Golden Rule. However, the Golden Rule is grounded in a view of culture that is less complex and is often normed to our own cultural values and norms. When we begin to make sense of culture from our own culture, and that of others, we can begin to more deeply understand and appreciate those nuances and adapt to them appropriately. The tricky part is that we aren't necessarily taught to do this. As a practitioner, it can be easy to become frustrated with the lack of skills in this area, but I have to remember DEI is a skill and that development needs to take place to bring others along. With that in mind, here are some things to note when engaging in this work: DEI work should be developmental and ongoing. Have you ever been in a math class, looked at the problem, and thought "What am I even looking at?" There's a reason that you take Algebra I before II and Algebra II before Calculus. The prerequisite courses are preparing you to be successful in the harder courses by teaching you the basics. Our mirror work with DEI has to be developmental because it may be difficult for us to conceptualize and contextualize ideas in accurate ways. For example, we may find it difficult to truly understand intersectionality, if we don't understand power and oppression and social group identity. If we don't understand these concepts immediately, that's okay. These concepts are extremely complex and make several assumptions based on the pre-knowledge we must have to deeply comprehend and apply. However, it is important to me that we take the time and space to give folks the tools they need to begin making these important connections. The beauty of this lens is that it gives folks the grace to make mistakes and learn. It gives space for people to give their perfect effort without the expectation of perfection. This lens gives folks the ability to learn in ways that are more generative and inclusive. This brings me to my second consideration: The work must be intentional and outcomes-focused. Repeatedly, I have seen organizational leaders continue to invest in inclusive leadership programs, book clubs, speakers, and training that have some impact on their intellectual knowledge and less on their behaviors. They may read How to Be an Antiracist by Ibram X. Kendi, be able to recite his entire book, and still fail to recognize and address racism in the workplace. Often, our work is input-heavy and lacks connection to any specific outcomes or behavioral expectations. Let's go back to the marathon example... Marathons are largely about cardio and stamina, so it likely wouldn't make sense to bulk up and have a regimen that a bodybuilder would use. If we haven't identified the gaps and implemented the appropriate interventions to address the gaps, then our efforts can quickly turn into being performative or a misuse of resources. Often, I will ask my colleagues or collaborators "To what end?". How will the identified actions help us to reach our goals and how will we (collectively) be better off for it? Our work turns from being performative to meaningful when our impact can be felt by those we're hoping to support or improve the circumstances for. "We meet people where they are, but we don't stay there." This quote comes from Lily Zheng who is a DEI practitioner and author on the cutting edge of transformative practice. Their approaches to DEI challenge practitioners to do better and more ethical work that is about transforming organizations and not building profits. One of their quotes is "We meet people where they are, but we don't stay there." There's substantial literature on the zones of learning, such as the comfort zone, learning/growth zone, and panic zone. Think about riding a bike for the first time. You may start with a balance bike or training wheels because riding a bike is a complex task. Small kids will panic if you put them on a two-wheel pedal bike when they haven't learned, which may actually create a trauma response causing them to reject any desire to learn. However, if you let them stay with their first bike for too long, they will grow a sense of comfort making it difficult to try a pedal bike without training wheels. In both cases, growth is stunted because the conditions weren't ripe for learning and growth to occur. Instead, we push for gradual progression. We encourage them to lean into the discomfort of trying a new bike but support them when they grow scared or frustrated by the process. The same is true for DEI. Any person engaging in this work should know that there will be information that is uncomfortable and may challenge their beliefs; however, the role of a practitioner is to affirm those beliefs and reassure them that this is part of the process. As practitioners, we may do this by providing tools, reflection questions, or coaching to help collaborators move through their discomfort. The final point is that Progress can be measured, but it's not only quantitative. Measurement comes in different forms and we need a holistic account to truly know the impact of something. I often share this with collaborators during individual debriefs for the Intercultural Development Inventory. I share that the more skilled they become, the less dissonance they may experience with their current capacity and their perceived capacity. Reducing the gap can help them to recognize how they are becoming more comfortable or skilled in engaging cross-culturally, regardless of what the assessment tells them. The same is true anytime I visit the doctor. Anytime I go in for an appointment, the nurses conduct a basic metabolic panel. While that panel is a helpful baseline, it doesn't tell a full picture of my health. However, during those visits, they also ask me about my symptoms and how I am doing. They recognize that my progress can't only be measured with numbers and that my symptoms give a broader picture. I want to conclude by saying, that this is hard work and isn't something we become skilled at overnight. As a consultant, I've spent my entire career working toward being a competent and effective practitioner; however, there's so much I still need to learn. However, we must do DEI work more effectively for the sake of those who deserve environments that are supportive and affirming for them. I use the analogy of a marathon because marathons symbolize a long journey ahead. What steps can you take to continue to deepen your own understanding and to meet people where they are to help them grow? ![]() “Alone, we can move a boulder; together, we can move a mountain”
In my work, I compare a mountain range to the environments we encounter that shift and evolve over time, and often change with a catalyst of significance (e.g., volcanic eruption). At times, it may feel easier to focus on the rock or boulder that is more easily moved, but moving the mountain is where we need to focus our energy to improve the conditions for everyone in the long term. Let me break this down... Think about this in terms of the hiring process. Perhaps you have one hiring manager who continues to get away with hiring close connections and those who are very similar to themselves. As an individual, you may go to your supervisor or human resources to share what is happening and they might say "Thank you for sharing but I think this is an isolated incident, so we'll talk to them directly". Chances are, if you have an environment allowing this to occur in one space, it's happening elsewhere. After speaking with colleagues in other departments, you realize this is happening to several teams across the organization. This time, you approach human resources with multiple examples of this happening. Human Resources then asks you to partner with them to develop a more systematic process that to enables more consistency and accountability in the process, such as:
Collectivism isn't just about who's present in the movement and the roles they play, but also how we share the collective burdens and benefits of the movement. There's a level of risk when disrupting the status quo. Often, movement building is thankless work and people might be treated differently because of it. However, sharing the burden helps sustain each of us in the movement and the benefit is that the organization is a better place to work. Congratulations!!! You just moved your first mountain! Now....let's tackle something else, together! What up though?!
Welcome to my page! My name is Jerad (jur-ahd) Green (he/him pronouns) and I am a husband, father, brother, son, basketball fanatic, and music enthusiast. I am a Black, disabled, hetersexual, cisgender, man of size. I also happen to be a diversity, equity and inclusion (DEI) practitioner and consultant. My family has southern roots with a father from Alabama and a mother from Mississippi. My father often speaks of fond memories of farming and long church days in a southern Baptist family. My mother speaks of her family’s activist history as supporters and contributors of the Black liberation movements of the 70’s. However, both of my parents found themselves in Ohio, in and near Cleveland, where members of my family settled down and established roots. This happens to be where I was born. Throughout my childhood, I lived several states, attended multiple schools, and experienced poverty and homelessness. I grew up in primarily white communities where I was one of a handful of Black students in my schools. My parents always told me that education was the key to success and often that meant getting in good with the white folks. Unfortunately, like many Black students, I was caught in a liminal space of being too Black for the white kids and too white for the Black kids. It wasn’t until college that I had real opportunities to explore my identity as a Black man. I immediately joined the Black Cultural Awareness Association and eventually served in multiple leadership roles. Most importantly, I co-founded a diversity resource center at my alma mater that served as a place for minoritized students to visit to learn and support one another. These experiences were a huge part of my identity development as a Black man and social justice advocate. After college, I wanted to further my social justice advocacy work through student affairs by working in multicultural centers and DEI offices. After several years in the field, I came to a reckoning point where I realized the work being done was a band-aid to larger systemic issues. At that point, I transitioned into government to work with others to have a greater impact on those who continue to be harmed by our society’s practices, policies, procedures and ideologies. Foundational to my work is the power of relationships to transform our lives and society. |
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