Why you can’t just operationalize DEI
Why you can’t just operationalize DEI
If you’ve been following our episode list, you know we love introducing the group to new podcast series whenever possible. I’m excited this month to introduce yet another podcast series - the wonderful Pause On The Play series hosted by Erica Courdae and India Jackson. Here’s a quote from Erica on the goal of the series:
“I want people to think and talk openly about those thoughts and how they affect our lives to fuel actions. Examine your beliefs. Question your predisposed notions. But most of all, be willing to consider realities you are unfamiliar with and understand they are real. I’ve always been willing to talk about just about anything, now I’m here to challenge you from a place of wanting to go beyond the surface. Challenge assumptions and shatter expectations with words.”
Erica Courdae
Unique to this month because the core podcast episode was only about 20 minutes long I was able to sneak in a second short episode that pairs very well with it: Why it’s time to get clear on what you expect from your DEI work. I highly recommend that you consider this as well. The two episodes together take up just over 30 minutes, still leaving 10-15 minutes for discussion in our hour long format.
The core premise of both episodes: DEI (Diversity Equity and Inclusion) isn’t just a box you can check and say you’re done. It’s not that simple. Having systems and processes in place is important, it’s just not sufficient. DEI needs to be embedded into everything we do.
If you work in a corporate environment like we do that often tries to solve everything with a process or a system, you may find these episodes particularly enlightening and useful.
Suggested discussion questions (if you need something to start the conversation):
Erica says you can’t operationalize DEI, but then also talks about how systems and processes are important… what are your thoughts on why?
Have you heard the term “unlearning” before? What do you think of it?
When was the last time you had a reaction to something, a feeling of uncomfortableness? Do you think there was an opportunity to sit in the uncomfortableness?
What are the outcomes you are looking for personally or organizationally by engaging in DEI work? On what timeframes?