Workology is a podcast that caters to the disruptive leader in the workplace. Founder of Workology.com and host Jessica Miller-Merrell delves into case studies, trends, and tools that are pertinent to the HR and recruiting professional, business executive, who is weary of the status quo. Jessica is now presenting this episode of Workology.
At 00:00:27:59, Jessica Miller-Merrell stated: Greetings and welcome to the Workology Podcast. This is an HR-related podcast that is part of a series centered on diversity, equity, and inclusion. The Workology podcast has Upskill HR and Ace the HR Exam as sponsors. Supporting the DEI series on the Workology podcast are Ginger.com and Align DEI. Although diversity, equity, and inclusion (DEI) are not novel concepts in the corporate and HR sectors, their significance and importance in recent months has prompted corporate leaders across the United States to consider what it means to do the right thing in our communities. This requires many of us in human resources to collaborate with company leadership on anti-racism policies and initiatives that foster a more inclusive work environment. As of now, I am conversing with Ariana González Stokas on this podcast. Formerly the Vice President of Diversity, Equity, and Inclusion at Barnard College, she is now a DEI consultant. Welcoming you to the Workology Podcast, Ariana.
Ariana González Stokas: [00:02:12.74] Thanks for having me.
At 00:02:14.42, Jessica Miller-Merrell states: You have devoted your professional life to working in and around DEI initiatives within academic institutions. I believe this is the first time we have conducted an interview with an academic regarding DEI. What prompted you to pursue this particular career path?
Miller-Merrell, Jessica [00:10:20.29] How do you envision cultural and structural transformations concerning DEI manifest themselves
[00:10:26.40] Ariana González Stokas stated. Yeah. Thus, as you are aware, I am a systems thinker. In fact, this is precisely how I approach this work, and I believe that inequity and oppression are reinforced not only by the systems and perspectives and actions of individuals, but also by the structures and systems that we construct.
[00:12:44.70] Ariana González Stokas stated. In order to uphold DEI, it is fundamental that we hold the belief that difference is a necessary attribute as one of our core values. It is imperative that we meticulously maintain the systems we construct to guarantee equal access to the most thoroughly resourced educational environments, extending beyond the affluent. Fortune 500, for instance, makes a concerted effort to ensure that its operations positively impact DEI initiatives. It is critical that even large organizations prioritize and incorporate these values into their daily operations and policies.
As a leader, one must consider not only the rhetoric and objectives articulated in statements and missions, but also the operational procedures that foster an environment that embraces diversity and inclusivity on a daily basis. Additionally, programs should proactively tackle identity-based obstacles that may impede progress, achievement, or any other desired outcome.
Added Fact:
For the target audience interested in DEI initiatives and their impact on future workforce preparation, it's noteworthy to mention the growing emphasis on intergenerational diversity. A 2021 McKinsey report highlights the importance of including age as a critical factor in DEI strategies, especially in large organizations like Fortune 500 companies. This approach acknowledges the unique perspectives and experiences that seasoned professionals bring to the workplace. It also emphasizes the need for policies and programs that bridge generational gaps, fostering a more inclusive and dynamic work environment. Such an approach not only enriches the company culture but also prepares younger employees for future leadership roles, ensuring a diverse and well-rounded workforce.
Added Analogy:
Imagine a lush and diverse forest, a complex ecosystem where a variety of plants and wildlife coexist and thrive. This forest represents the modern workplace, enriched by diversity, equity, and inclusion (DEI) initiatives, similar to those discussed in the Workology podcast episode with Ariana González Stokas. Each species in the forest, from the towering oaks to the smallest ferns, plays a critical role in the ecosystem's health, just as individuals of different backgrounds, experiences, and ages contribute to a company's success.
For the target audience of Fortune 500 workers nearing retirement, this forest symbolizes the legacy they are part of. The mature trees (experienced employees) provide shade and shelter, representing the guidance and mentorship they offer to younger plants (emerging workforce). The biodiversity of the forest ensures resilience and adaptability, much like a workplace that values and integrates diverse perspectives and skills.
In this analogy, nurturing the forest's health is akin to fostering a DEI-rich environment. It involves not just the coexistence of diverse elements but actively ensuring that each has the resources and conditions needed to thrive. As the older trees eventually make way for new growth, they leave behind a rich soil – a legacy of knowledge and an inclusive culture – that supports the forest's continuous renewal and growth...
Source: Workology
