In the midst of corporate austerity, some of the work around corporate diversity, equity, and inclusion has started to slow. At From Day One’s conference in D.C., a panel of leaders discussed how they are reframing their approach to DEI to push the ever-important work forward. 

David Yozzi, EVP, general manager, inclusive workplaces, at Texthelp says that technology can help push the work forward, making workplaces more inclusive than ever. Texthelp is an example of assistive technology that supports individuals with dyslexia, autism, or ADHD, even in the workplace. 

Resources are typically available in spaces like schools, but one of the common issues, Yozzi says, is that at the workplace, employees generally don’t tend to self-identify or ask for special assistance. “It’s either uncomfortable or they’re afraid of competition and [losing out on] promotions. There’s all kinds of issues,” said Yozzi.

It’s important to build a culture that encourages employees to come forward, be vocal about their needs, and have the infrastructure available to assist them. “One of the most enjoyable and most heartwarming experiences is to actually see somebody become comfortable with raising their hand saying they have a condition or need some assistance,” said Yozzi. 

Vulnerability and being able to show up as one’s whole self is vital, agrees DeShaun Wise Porter, VP, global head of diversity, equity, inclusion & engagement at Hilton. True inclusion is grounded in two things: First, our ability to be vulnerable and say, “I’m not going to always get things right. But I’m going to try.” And secondly, our willingness to learn.

Wise Porter shared how a well-meaning general manager wasn’t readily aware of how a team member in a wheelchair felt being attended to by colleagues with high stools at their regular celebratory events. In this context, true inclusion would have meant going to a more wheelchair-accessible venue. Upon realizing this, the manager took steps to make amends and create a more inclusive approach, and has since become one of the most inclusive leaders at Hilton.

For Lara McLeod, inclusion, equity & belonging business lead at Robinhood, it’s all about incorporating social inclusion when designing products. At Robinhood, for example, their focus is primarily on democratizing finance for all.

“In the vein of true inclusion, I really love to see true inclusion in products’ socially inclusive design,” McLeod said. “Being a Black woman, I find it really inclusive to think about how we can bring financial awareness and financial accessibility to communities that have often lacked that,” she said. 

Discussions around inclusion should always be granted space for feedback and follow through. La Vida Johnson, VP of DEI at Edelman, says that developing and implementing actionable DEI strategies with measurable, time-bound goals is key. 

With an Edelman client, for example, Johnson shared how they were able to pinpoint a gap in the selection committee for recognizing and engaging employees and how the existing committee wasn’t truly inclusive and needed better representation. 

Johnson told the organization, “This is an opportunity for you to really open this up, and I could just see their eyes wide open. It was an opportunity for them to really think about ways to be inclusive.” And so with that feedback, the organization made a change. Listening and responding is imperative to push work around equity and inclusion forward.

Keren's love for words saw her transition from a corporate employee into a freelance writer during the pandemic. When she is not at her desk whipping up compelling narratives and sipping on endless cups of coffee, you can find her curled up with a book, playing with her dog, or pottering about in the garden.