by Dr. L David Stewart (ldavid@gwolfeholdings.com)

www.drldavidstewart.com

Equity, diversity and inclusion is a popular topic today. Given the circumstances of such recent events as the George Floyd murder, many companies are looking to show that they truly care about equity diversity and inclusion. Two years have passed since that now infamous incident occurred. In the aftermath of the George Floyd murder, many companies, organizations and even professions wanted to show alignment with people of color. Some people say the actions of many were guilt driven. Money was donated to various causes impetuously to show some sort of action. Many who were donating money both individual and organizations were predominantly non-people of color.

Why is this such an important issue for me? As someone who is an EDI director and African American, I have no choice but to be aware of such issues both professionally and personally. Often while working in the EDI space, I have to check my own biases to make sure what I am doing is mutually beneficial. However, I am human. The following thoughts that I will express, do not reflect anyone's opinions but my own. This applies to any organization and/or entity that I work with or represent. I say that because my thoughts may be deemed incendiary to some, however this is my truth.

If something has consistently occurred over multiple centuries, one does not expect to undo what has occurred over multiple centuries in a few years. Some would say that is a common sense assertion, others would say that is an assumption. Many entities struggle with EDI and how to implement EDI related techniques, strategies, and ideas with everyday business issues such as profitability and talent retention. EDI has become in itself a buzzworthy comment or phrase. The mere mentioning of equity, diversity, and inclusion can unwittingly reveal political fault lines not only within organizations but within families. No one wants to see themselves or be deemed as a racist and what is facetiously now known as woke culture, also known as cancel culture. However, many who hire or seek to add EDI seem to do it so that a spotlight may not be put upon them. How is the spotlight put upon them one may ask? When one observes the staffing of an organization, as one example, how many people of color (I abhor term people of color, however it is best used given the climate that we are in) are in the organization? The next question that follows is: How many people of color are in positions of power and influence in the organization? In personal observations many companies will retort that a diverse group of people were sought out when hiring, however they cannot find a diverse talent pool to pick from. My retort always "where did you look?" If one person only looks with in their immediate sphere of influence and or immediate professional contacts how wide is the search actually being conducted? Food for thought indeed.

Businesses have the unenviable task, in this pandemic, of juxtaposing keeping the doors open, with keeping the people happy with keeping the shareholders happy, along with generating profits. However, businesses do not run without human capital. Humans involve humans of all shades! Diversity is good for business! Why? Diversity is not only diversity of skin color, but diversity of opinions, perspectives, and experiences. Those diversities as referenced can contribute to unique solutions for almost any business. Until diversity is truly valued, and engaged with the same intensity as marketing, accounting, and strategy, we will continue to have a circuitous conversation as a society and culture.

For those that have an EDI program, or person who handles EDI, understand this: centuries of issues are not undone within a few years. It is not from lack of desire or effort but understanding that EDI work involves changing hearts and minds of people who control dollars and decisions. Again, a personal observation: the people hiring EDI personnel, consultants, etc. are often not the ones that are directly impacted by it. There is a juxtaposition of balancing "doing the right thing" with a savior complex. How does one positively impact disenfranchised, discouraged, and discriminated groups proactively without having said savior complex and conveying well-meaning intentions? Be patient. Patience is not an excuse for no results! That would be bad business in general. However, in that patience, there needs to be an empathy not just a sympathy for those impacted. Race relations in America are the foundation for its perceived strengths and weaknesses. Race imbues all that is American. Until we can have honest conversations, continuously EDI work as a whole will only be performative.

Lastly, and this may be a difficult conversation for everyone: what is the ultimate goal of EDI work? While that question can be difficult to answer globally, specifically for me the goal is to not need EDI ever! Anecdotal story, that is relevant to this article. At the age of 12, I decided I wanted to be an architect. I have and have always had an affinity for buildings. Buildings are beautiful to me. I did not see race in buildings. That is until I realized people made buildings. People with capital and resources made buildings who often did not and do not look like me. Those people made buildings for people like me without my input and my thoughts. I, myself, was introduced to prejudice and racism through my love of buildings. In high school, I was told I could never become an architect! This was in 1994. In undergrad, I spent a copious amount of time dealing with diversity issues in architecture. So much so my design work suffered! I own my accountability for my design work suffering, let me be very clear about that. However, it is my nature not to sit on the sidelines and watch people done wrong without attempting to correct said wrongs. Superman complex? Possibly. I also attribute that to care and compassion for human beings that I have of all shades, colors, and walks of life. I have felt like this for well 20 years. The connecting element to this anecdotal story, and the remainder of the article? Patience. The truth of the matter, regarding EDI work is that I accept that the fruits of this work I may not live to see. I, like my ancestors, am working for a future to benefit a generation that I will not meet. So to rush something that involves people's way of thinking and expecting a change, the way one would expect to turn around profits after applying a strategy hiring one person is ludicrous at best insensitive at most. I conclude with this: I was once told, that it takes approximately half the time of a relationship to get over said relationship. Meaning if the relationship was six years, it can take up to three years to get over the relationship. So, hypothetically if issues of race in this country began in 1619 with the beginning of indentured servitude for Africans, and we are in the year 2022 that means racism and race related issues have been prevalent in the United States for 403 years. Consequently, by the logic half of that time is 201.5 years. So if we as a country potentially are going to get over our race issues and truly mean what we say about equity diversity and inclusion for everyone we have a long way to go!

Dr. LDS