How to Embrace Inclusivity in Your Business
Who else has been spending time thinking about how they can make their businesses more supportive and inclusive?
I spent a lot of time sitting down (virtually) with some of the black women in my life to better understand how to be an ally for them during these times and until we reach a place of equality and equity for everyone.
The first thing I learned is that I have so much more to learn. My original idea was to write a blog post about encouraging diversity in small businesses. Then, in my conversation with Ingrid Butler, an amazing entrepreneur, makeup artist, and friend, I'm understanding that the word "diversity" can be a trigger. Here's what Ingrid shared with me:
Here’s the thing— “diversity” has always been a complicated word for us. It usually makes us feel as though whenever a business talks about it, they usually only want us to enter their space for some ulterior motive.
I wanted to share that, so that it teaches you as much as it taught me. That’s the last time “diversity” will be mentioned in this blog post, because I don’t want the world to diversify for the sake of checking a box. I want us to diversify because we finally learn to love regardless of skin color. So let’s focus on how you can create safe spaces for everyone and find spaces of overlapping interests to collaborate on.
As a business owner, you can create something new while consciously and safely extending your comfort levels. (Quick backstory: Ingrid and I collaborated on a lipstick line back in the day when I was running my handbag line and she was running Lipscape. We’ve been fast friends ever since. Scroll to the bottom for a look back in time.)
This can be a sticky situation — and you might face backlash no matter what you do. This is a marathon, not a sprint — and building organic relationships is hard but necessary work.
But the most important thing is trying. Don’t shy away from doing the right thing because someone might criticize you. Don’t ignore your conscience for fear of public opinion. Now is the time to step up and include and amplify your black colleagues and friends as much as possible. But again, this has to be an organic and heartfelt invitation, or you could do more harm than good.
“Please don’t invite a person of color into your space/business until you’ve checked your own biases and privileges to prepare a safe space for us,” Ingrid said. “If you’re still learning, that’s perfectly okay. Don’t rush yourself because it’s trendy; wait until you’re comfortable. Otherwise, you can end up with a situation that does more damage than good to both yourself and who you invite.”
How do you create a safe space for diverse staff?
When you welcome new people into your business, don’t make them feel like they are there because of their blackness, and give them room to express their blackness without judgement or fetishization.
Inviting someone of color into your space denotes a sense of power, which can make the other person hesitant. Why? “Firstly, invitations often result in what could be considered more assimilation than integration because we would have to minimize ourselves in order to fit in. Even more, we have to deal with microagressions because the person who invited us hasn’t checked their own biases/privileges to prepared a safe space for us,” says Ingrid.
Let me say it again this way: don’t tokenize the black or brown people in your life.
What made me realize this? Ingrid, of course. Her words spoke so deeply to me when talking about this issue. “You’ve never made me feel like a quota or a gimmick," she said. So, when hiring employees, allow them space to be themselves.
Businesses — like our country — are successful when they embrace and learn from a variety of different cultures. Listen to your employees. Every single one of them has a story to tell. They all have different backgrounds, cultures, and experiences that you can learn from.
When you give them the opportunity to be themselves, you give yourself an opportunity to expand your horizons. I’ve also heard from black women that in the past few weeks, they have felt even more marginalized by the media and public outcry.
In many ways, the ongoing discussion about equity and #BlackLivesMatter is necessary. But in many ways, it’s become “trendy” to tokenize black women in listicles and articles sharing their experiences. Forcing black women to impart their knowledge to you is harmful, too.
“It has to be organic, like our relationship is," Ingrid shared. You have a unique opportunity to create a safe space for a diverse staff and contribute to a world that celebrates our differences.
When it comes to methodology, I won’t pretend to know the answers. The answer is different for every business, but one thing is clear: inaction isn’t the answer.
So, to all the women who don’t feel safe or heard in their workplaces: I’m so sorry. To all the women who have been made to feel like they “fill a quota:” I’m so sorry. And to all the women who have been treated differently because of their skin color: I’m so sorry. We will do better — I promise you that.
To all the white women reading this, remember this is a marathon not a sprint. Building organic relationships is hard but necessary work. Unlearning racial bias that perhaps you didn’t even realize was inside you will be hard but necessary work.
A chat with Penny Williams, co-founder and COO of the New Orleans nonprofit Excite All stars:
What are 3 ways to embrace diversity as business owners?
Embrace innovation. Challenge our norms and embrace change!
Focus on people's strengths. Everyone brings something different to the table. Acknowledge that and celebrate it.
Stand up to discrimination. That starts with addressing the systemic issues facing our community.
How can business owners better frame job openings to encourage diverse applicants to apply.
Network in diverse places.
Improve job descriptions.
Have a diversity strategy.
Look at your policies with an inclusivity lens.
What policies can business owners implement to ensure that their goals are inclusive?
Have a strategic diversity policy.
Offer (and encourage) flexible work options.
Be proactive in reducing unconscious bias through ongoing training and professional development within the company.
How can small businesses intentionally cater to all races?
Establish a culture of inclusion. This starts at the top.
Develop and promote POC to leadership roles and work to enhance greater awareness of racial issues.
Flash back to 2015, working with Ingrid Butler to create a custom lipstick collection.
So what’s the most important lesson to learn from all of this? The best way to combat racism and bias in the workplace is to be intentional. Make personal connections. Ask what people need. And then LISTEN.
“I can’t speak for all people of color and don’t claim to; these are a few of my concerns based on my personal experience,” Ingrid shared. “White business owners need to know that while this can give some insight, this isn’t the only way we think — and they should be open to dialog with other people of color they meet.”
I think that’s another great lesson that we can take away from this time in our lives. Yes, there is so much work to do to create equality in this world. But just like we cannot and should not treat someone a certain way because of the color of their skin, we also cannot and should not treat every black person the same way because of the color of their skin.
Remember that as you move forward. Where one black colleague or friend might be ready to share and talk, another might need some space to grieve and process. We are all human beings with the same beating heart. Lead with kindness first and always.
