Changing the culture is not easy, though I don’t know many who joined a board to maintain the status quo. Leading cultural change requires understanding why it is important to you? What is your personal connection?  Cultural change happens when there is a social commitment, not just the business or operational compliance mindset.  In my experience many policies or rules have been put in place to “appear” that there is a desire for change, only to discover that while the box is checked, the practices of the past are still taking place. Let me explain, social commitment is personal and from the heart. Something is driving you to personally want the culture to be different as a result of the action you’re committed to implementing.  It’s easy to create a policy that espouses a philosophy, the real work happens in the daily activities, actions and opportunities to model what you want in the world. 

 

The first step in transforming the culture is to create a shared understanding of the definition of Equity, Diversity, and Inclusion.  What do the words mean and what does the work look like? 

  • Equity – about who was not included. Recognizing those intentionally that have been marginalized.
  • Diversity – a collection of people with differences. You can have a collection of people but not have inclusion. 
  • Inclusion – is creating space in an environment where you can express decent, not just being heard but feeling valued.  You can bring ideas to the table based upon your experience and it matters. You are included in the process in an authentic and meaningful way. 

 

Second step, know your community demographics, I mean really know them. Listen – hear the stories. Include the voices of all in the community, making sure accommodations are made to allow for all to share their stories. 

 

Third step, pause – do nothing, but do something by sitting in what you’ve learned for a bit. Sit in the uncomfortable.

 

Stay tuned for the next blog that will include actionable steps.