Tips for Implementing a Diverse Workplace From a Black HR Executive

I've worked in Human Resources for nearly a decade, and throughout all of my roles, I've passionately incorporated diversity initiatives to help make companies more inclusive.

Recently, many businesses have made public pledges around diversity in the wake of the ongoing Black Lives Matter protests. Statements are one small step in the right direction but much more needs to be done.

Over the last 18 months, I've implemented a diversity and inclusion program at Mustache, a Brooklyn-based content agency, where I was brought in to help make systematic changes. Here are what I believe are the necessary elements to make real change at an organization.

When tackling issues related to lack of diversity, companies need to divert away from being competitive and focus on coming together to make fundamental changes in their fields.

Proactive trust is a priority; seemingly one of the most essential aspects of any diversity program is that other leaders at the company trust the diversity executives they hire. Without trust and room for exploration, it's very hard for diverse leaders to apply the practices that they feel are important for change.

It's up to you as a diverse leader to identify and execute obtainable target goals with strategic initiatives. In the same breath, it's up to your fellow company leaders to give you the proper bandwidth, budget, and other forms of support to make these changes a reality.

As leaders, we also need to understand the pace of change. As we know, change doesn't happen overnight. It's a balance of moving slow and thoughtfully while also being rapid and apparent. Fundamental changes to core business structures are going to take time. These initiatives need to be well thought out to create long-term change.

However, with what's happening in our current environment, brands and companies need to react quickly and take a stance. In situations like this, you have to move swiftly and do something early on that clearly states what direction your company is headed. It's okay to feel uncomfortable or as though you're being a little too assertive at the beginning of any diversity and inclusion implementation. This type of drive is needed to accelerate getting programs and initiatives off the ground that actually make a change.

Creating opportunities for people of color is a crucial component of any diversity and inclusion program. What many leaders fail to realize is that it's not only about creating opportunities within their own company but throughout the industry as a whole.

For example, earlier this year, my company put together a networking event to address the lack of diversity in the advertising industry. We made it a priority to develop an experience that would create opportunities for people of color, not just at Mustache, but with other agencies that share our values. When tackling issues related to lack of diversity, companies need to divert away from being competitive and focus on coming together to make fundamental changes in their fields.

Without trust and room for exploration, it's very hard for diverse leaders to apply the practices that they feel are important for change.

In addition to networking events, it's important to assess every element of your business to better understand where diversity can be infused. Here are some questions to consider: Are our internship programs incorporating diverse practices? Are we utilizing LinkedIn to make diverse connections and give recommendations and referrals? Are we supporting businesses and vendors owned by people of color for our events (happy hours, lunch and learns, conferences, etc.)? Are we creating an environment that welcomes open communication?

You can also create educational opportunities at your company to ensure that everyone is well-versed on diversity internally. Don't shy away from discomfort; it's crucial to have conversations that may be uncomfortable but will ultimately lead to change. Consider Zoom calls with small groups at a time, one-on-one meetings with employees, or even starting a book club and holding discussion sessions to talk through important matters that relate to race.

It also helps to identify change-makers throughout the company to support making systematic changes. Championing a couple of employees to help others better understand diversity, create a sense of empathy, and further educate on all levels will give you a strong foundation to build with.

There is truly a business advantage to having a diverse staff. As a leader of diversity, you should have a good understanding of how your efforts tie into the key business metrics at the company.

As many companies recover from COVID-19, budgets will be reviewed more critically than ever before. You have to be prepared to fight for budget allocation for your diversity and inclusion efforts. An effective way to do this is to prove how successful they've been —and will continue to be — for the business overall. Working in the advertising industry, I have strong proof points to lean on.

For example, when we work with creatives of all backgrounds, our team ultimately produces work that isn't tone-deaf, that reaches multiple audiences, and that champions diversity and inclusivity. Diversity in the advertising world is critical and can make or break a successful campaign. It is directly connected to business growth and success.

I challenge you to find the connections in your respective industries and be prepared to present your case on why diversity is aligned with business goals and objectives.

Whether you're just getting started or amplifying your current efforts, I want to share some things we're implementing at Mustache to give you an idea of what your company can do in light of recent events:

I challenge you to find the connections in your respective industries and be prepared to present your case on why diversity is aligned with business goals and objectives.

Find what works for your company and run with it. Now is the time to make a change and there's no reason you can't get started today.

This article was originally published June 12, 2020.