I'll take you somewhere.’ It's about what happens when I leave. To get started on that work, Co-CEO Tania Luna emphasizes that it’s important to first redefine leadership.
“You can’t just assume inclusion will sprout organically once you’ve introduced more diversity.” This means that we have to be intentional and systematic about welcoming diversity and establishing equity and inclusion,” says trainer Massella Dukuly. “As humans, our brains are wired for bias. Since the former deals in numbers, and the latter involves squisher concepts like belonging, the “I” in the acronym is too often left out.Īnd that has a real impact on everything from performance to retention. When it comes to Diversity, Equity, and Inclusion (DEI) strategies, companies tend to concentrate their energy on hiring and sharing reports about “diversity data” instead of examining the existing dynamics within their own walls.
WHY THE “I” IN DEI MATTERS AND WHAT IT ACTUALLY MEANS:
Their advice serves as an excellent starting point for leaders who have a renewed motivation to show up and work toward enduring change - the kind that starts within. For each of these high-impact behaviors, Dukuly, Luna, Sandhu and Tanicien share the small tactics and key questions that improve interactions and decisions. (Fair warning, we took lots of notes.)įrom the immediate need to hold space for Black employees right now and lead vulnerable discussions with your team, to the long-term behaviors that build a welcoming culture, the team at LifeLabs distills inclusive leadership into its four most essential habits. Given the much-needed push for change that has been taking place in the tech industry, we thought we’d share our notes from this internal conversation with a wider audience here on the Review. Vaneeta Sandhu and Tanicien (virtually) stopped by the First Round community recently for a tactical discussion on why and how leaders can become more deliberately inclusive. But in addition, leaders also have the opportunity to be anti-racist and inclusive in their daily interactions - something that can help keep this work centered and sustained.”Īlong with fellow leadership trainer Massella Dukuly, LifeLabs co-CEO Tania Luna, facilitation lead Dr. “To be clear, there are critical systems-level changes needed to combat bias and racism in everything from education and product building to hiring and performance reviews. “At LifeLabs, we’re focused on the smallest changes that have the biggest impact,” she says.
Diversity and inclusion tip of the day how to#
As a leadership trainer and facilitator at LifeLabs Learning, she and her colleagues partner with 700+ companies like Slack, Peloton and Warby Parker to deliver research-driven programs that train managers and teams on how to master the most essential leadership skills and habits in the shortest time. Tanicien is well suited to help companies that are ready to tackle this work. From revisiting hiring practices to organizing internal conversations about race and allyship, there’s now a pressure to act quickly in an industry that’s thus far moved pretty slowly when it comes to investing in inclusion,” says Vanessa Tanicien.
“Right now, leaders and managers across tech are scrambling to figure out how to respond to the Black Lives Matter movement and learn more about how they can be anti-racist.
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