This Is A 'DEI Hire’
Leadership and business development that prioritize inclusion creates organizations centered on justice and ethics. Such businesses become extensions of our values and potential as individuals. Inclusion fosters better communities and helps people collaborate effectively, ultimately leading to more profitable businesses. But what are the benefits for individual contributors? Can inclusive leadership strategies truly make a difference on a personal level?
Inclusion, inclusive leadership strategies, an organizational focus on equity, and the creation and measurement of diversity within spaces of belonging significantly impact individuals. DEIB (Diversity, Equity, Inclusion, and Belonging) hiring practices have a profound and lasting effect on the careers of those who have historically been excluded from corporate environments.
Recent discussions in the media have highlighted some negatives of DEIB hiring practices. To address these misconceptions, it's essential to define a “DEIB hire” clearly. This term refers to an employee recruited with the goal of enhancing diversity, equity, inclusion, and belonging within an organization. The strategy aims to bring in individuals from underrepresented groups to foster an inclusive and equitable workplace for everyone.
DEIB hiring practices are designed to address systemic biases and barriers by promoting a diverse workforce that contributes a rich array of perspectives, skills, and experiences. The goal is to create a balanced, fair, and ethical environment where all employees have equal opportunities for growth and success.
Inclusive leadership is crucial to DEIB hiring strategies. However, the focus often remains on organizational structures. What about the individual impact? Let’s explore this through personal experience.
The Privilege To Belong
I am privileged to be a third-generation college student with degrees from DePaul University and The University of Oklahoma. In my career, I have often been the only Black person, woman, or Black woman in the room, sometimes extending to the entire organization. Over my 20-year career, I have never had a direct manager who shared my race and gender. Although I've been led by women, none have looked like me.
This lack of representation and measurable diversity led to numerous situations where I questioned my place. Despite my education, experiences, and leadership qualities, I often wondered if I belonged. I also encountered inequities, such as discovering I was earning $20,000 less annually than colleagues with the same job title and experience, some with less education. This discrepancy highlighted the absence of equal pay for equal work within the organization.
As an individual contributor with experience across several industries, the economic and social impact of a lack of DEIB is very real. However, leaders focused on inclusion also shaped my career positively.
For instance, one hiring manager informed me during the interview process that my salary requirement was below what the role could offer, demonstrating their commitment to pay equity and awareness of the racial and gender pay gap. This transparency allowed me to be compensated equitably.
In another organization, where I was paid less than my peers, my white woman leader challenged racially motivated stereotypes about my work and professionalism, both privately and publicly. She then mentored me into finding a role better suited to my skills and healthier for my career.
Putting It All Together
Organizational design matters, but so do inclusive leaders. Understanding the impact of DEIB hiring on individuals is key to being the best inclusive leader an organization can offer. While some view DEIB hiring negatively, my personal experiences have shown me the benefits of equity, diversity, and belonging. I am grateful to work alongside leaders who prioritize inclusion.
And while I now know that I belong in any room I enter because I have earned it in my career experience, education, professional insights and work output, it still feels good to have a sense of belonging intuitionally supported. Having those two pillars work in tandem – that’s the goal for us all.
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Photo by charlesdeluvio on Unsplash