On International Women’s Day, it’s super trendy for businesses to shout out women. Kind of like rainbow-ing a logo in June or retweeting black leaders in February, it’s a nice gesture, but it’s not enough.
Businesses can undermine their equality proclamations by their day to day conduct. Organizational culture, mission, and values are more than words on a wall or a website. Culture is the culmination of the actions taken on a regular basis. (I wrote about this at length last year.) As the adage goes: don’t talk about it, be about it.
I rarely talk about Diversity, Equity, and Inclusion on behalf of Pregame for three reasons: 1) as a minority founder, considering these topics is not new or novel, 2) DE&I consulting isn’t a service we provide, and 3) talk can be cheap; action is what matters.
I think most companies are touting DE&I for the wrong reasons (trendiness, virtue signaling, deflecting attention), though sometimes even the wrong reasons do lead to a better future.
What are the right reasons? Aside from the obvious moral ones, diversity is a matter of good, sustainable, resilient business. Reflecting the diversity of the actual market is good for the business bottom line and its longevity.
So here are a few ways I strive to make every day a step toward a more equitable business environment:
We’re Not Just for Women
When I started Pregame, it was interesting how many people assumed it was for women just because I am a woman.
I definitely believe in and support safe spaces. But in our city, there are already plenty of women’s business groups.
What there aren’t enough of – everywhere – are women at the top. We need to see more balance everywhere for women, people of color, and other historically underrepresented groups: at the executive level, as funded founders, and on paid corporate boards.
Minority identity-based groups run the risk of being used by the predominant group as an excuse to exclude us. And equality will not happen unless the dominant groups speak up – and also shut up when it’s time to pass the mic.
So I expect men to show up when women lead, for white people to give the stage to people of color, for straight people to be cautious of hetero-normative speech, for young people to assume our retirement-age members still make relevant contributions, and for us all to stay attentive to where we need to grow our awareness next.
We Maintain an Environment of Respect
Male members of Pregame occasionally experience being the only man at the table, and that’s just fine. They know that they are getting just as much out of the session when all their teammates are women.
We call out mansplaining, although it rarely happens. Our coaches are trained to make sure everyone at the table gets their turn to have their voice heard. And, in a climate that can have unproductive intolerance for people of privilege, we give those who are sincerely trying to do better a place to work through their own blind spots and make sure they’re making business decisions out of the right beliefs and motivations, and ask questions without fear of being completely canceled.
We’re a 100% Woman-Owned, Minority-Owned Business
I’m incredibly proud that we’re certified by the State of Oregon as a woman-owned and minority-owned business.
However, this hasn’t had a positive impact on our bottom line yet. Shopping local and supporting minority-owned businesses seems to stop be limited to restaurants and the occasional minor product purchase.
Implicit bias in favor of white men as business leaders, especially in business services and entrepreneurship, is still rampant.
I haven’t sought funding (and therefore give up partial ownership) yet, but if I do, I’ll filter for investors who understand the value and results that underrepresented founders have been proven to deliver.
Our Content Seeks Balance in Perspective
Here’s where diversity is easy to implement, and really matters.
Our group coaching and workshops are open to anyone who brings something to the table. We rarely isolate workshops to professionals from one industry and all of our content is designed to be applicable to a variety of businesses, from a millennial-owned trucking company to a retiree building an online community.
We strive for diversity in our contributors, guest trainers, and team. Our Pregame Magazine art editors know that I want to see a variety of artists when it comes to race, gender, and geography. But I don’t apologize for a month where all our guest speakers are female, because I see it as a tiny balancing-out of most business thought leadership still being male-dominated.
This Goal is Never Achieved
Pregame is all about goals, but diversity is one goal where we’re committed to never crossing the finish line.
The only way to be truly woke is to commit to continue waking up every day. To keep listening, experiencing, reading, observing.
As a multiracial woman, my perspective may have better-than-average complexity, but I still have blind spots. So I stay open to changing my mind. As I get new information, have new experiences, and listen to new people, my perspective evolves and gains nuance.
So bring it on. Let’s continue the conversation… with everyone present.
Strategy & Style,
Ciara
