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Do the crusaders against DEI in the business world even understand what it is? Recently, I mentioned that I lead two classes on inclusive leadership, and I was asked if I harbored a deep-seated dislike for white people. Excuse me, what?! Have I suddenly teleported to the bizarro world?
On what planet do people want to work in an organization where they don’t feel included? In what world do people in organizations want to feel like they don’t belong, and where no one recognizes the genius they bring to the workplace? In what organization do people want to work where they feel invisible and ignored?
Picture this: 40 years ago, I excelled in sales, outpacing everyone, yet the glory was heaped upon the manager. As the sole woman in the office, my presence was less noticeable than that of the office plant. One day, fed up, I packed up and left. Did they notice? Doubtful. For all I know, they're still forwarding my mail there.
Is Inclusion an Exclusive Club?
When we say “inclusion," we're talking about everyone—every race, gender, ability, and beyond. If someone in your company feels on the outside looking in, don't be surprised if they either "retire in place," go work for your competition, or start their own business and become your competition.
Someone once asked me if my advocating for DEI meant I was anti-white. Let's clear the air: real DEI isn't anti-anyone; it’s simply pro-inclusion.
Let’s Fact-Check with Data:
• Harvard Business Review notes that inclusive leadership can spike team collaboration by 57% and team commitment by 42%.
• According to Forbes, inclusive teams make better business decisions 87% of the time.
• Deloitte reports that inclusive organizations are 8 times more likely to achieve stellar business outcomes.
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