Understanding Equity and Inclusion

If you are going to tackle equity and inclusion, you must understand the cause of disparities among certain groups within our society. It is no secret that in 2020, women and minorities are not only underrepresented in companies, but particularly in leadership roles. Since the protests that were recently brought about by the death of George Floyd, public and private employers alike have publicly posted, tweeted or announced initiatives that support diversity in their organizations. Looking at racial equity is just the tip of the iceberg. Being committed to diversity means that you are agreeing to promote equity and inclusion, not just for one ethnic group, but to be representative of our society as a whole. Being respectful and yet transparent ensuring equal treatment, growth opportunities and access to information and or resources are the foundation. Once that has been accomplished, it is imperative that work continues to create a culture of inclusion. When people are actively invited to participate, they will feel a sense of belonging, that their ideas are received and evaluated not with race, gender, and social economic class that is meant to exclude a particular group. In my opinion, inclusion is all about having an attitude to welcome others that may not look or speak like you, and the ability to see them as equal based on their merits.

Equity and inclusion are crucial in education as we are only as strong as the education received. Nelson Mandela had said “Education is the most powerful weapon which you can use to change the world.” With access to education and resources, we as a people can work toward eliminating the inequity that exist but only if there are systematic processes in place that will identify those falling behind with plans, access and opportunities to get them back on track. 

Take a deeper look at your organization to ensure that you are demonstrating equity and inclusion. If not, The Karla Rhay Group is there for you.