Damien Hooper-Campbell shares how he believes we can humanize an increasingly popular discussion that is otherwise at risk of becoming a rote phrase in tech: diversity and inclusion (D&I).
Based on internet searches for D&I alone, it is clear the topic has become a sticky, sore spot of conversation when it should be focused on people and something good.
Currently, the tech sector tends to approach meaningful change via D&I leadership roles, progress via percentages, and formal trainings.
Hooper-Campbell believes that these investments of money, resources, and time must be coupled with the human element that is at the foundation of this D&I conversation.
Draw wider Circles of Trust faster by pushing beyond the boundaries of surface-level conversations.
Before defining diversity and inclusion, parse what they mean to different employees as separate words and when thought about together.
Have people share out their experiences as they relate to their definitions and understandings and see that the human condition is on full display.
The experiences of sharing will naturally bring your team closer together and make D&I less of a buzzword phrase and more of a human experience.
Start with a human conversation and a commitment to use your positions of leadership to never knowingly—either directly or indirectly—allow anyone in your sphere of influence to feel the adjectives of the excluded.
Start with a conversation.
Demand that inclusion be inclusive.
Keep the aperture wide to counteract polarization.