creating a strategic process
! ough the three areas are often used interchangeably, diversity, equity, and inclusion have various distinctions. Diversity, Shabazz says, primarily speaks to how an organization or agency represents the population. Race, ethnicity, inherent traits, and acquired traits, such as level of education, marital status, and " nancial status, are factors that de " ne the scope of representation. Inclusion examines ways to leverage diversity to ensure there’s equal participation in decision-making, performance management, professional development, and promotion. “It’s that proverbial seat at the table and ensuring everyone has one that matters,” Shabazz said. Equity involves giving each individual what they need to succeed based on their unique situation. “A heterosexual cisgender white man, for example, has needs that di # er from those of an African American queer woman. ! ings might look di # erent for each of them.” Equity helps organizations move away from analyzing their options from the standpoint of a one-size- " ts-all approach and into having policies and procedures that are $ exible enough to address individual needs. To create strategic processes around incorporating these elements into the core of an organization, Shabazz begins by assisting its members in creating a common language around diversity, equity, and inclusion. “Every organization might de " ne these elements di # erently, so we have to ensure they " t within their company culture and help them create a vision statement.” ! e statement then serves as a tool to direct the future actions of the agency and make sure these practices are embedded in existing and later business practices. One example is centered on the recruitment and hiring process. “We want to make sure the organization is looking at job boards that target minority groups, such as Black and indigenous people. We also examine the agency’s selection policies and practices to address any bias in those processes.” ! e team then works to create a timeline for advertising and other elements to increase the agency’s standards of diverse representation. From her 30 years in the space of promoting workplace diversity, Shabazz believes her work within her company and UMADAOP is vital to increasing the prosperity of the Cincinnati community and others across the county. “It became very clear to me that one of the largest needs out there was around really helping organizations " nd diverse talent. ! ere are so many individuals who are Black, indigenous, and people of color, and there’s an incredible amount of talent they bring to every " eld. It’s just about being intentional about changing what you currently do to be deliberate about making decisions that invite them in and help them succeed.”
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