2020 — The Year We Stop Talking About Diversity

3 Considerations to Make with Respect to Implementing ED&I Strategy

Disclaimer: These thoughts are my own and not affiliated with any company/body/practice… just me, myself and I, baby!

Happy New Year Y’all (Ha! I started writing this in December 2019). Over the last year, I dove head-first into an area I knew pretty much nothing about and have tried to effect some positive change — Equality, Diversity & Inclusion (ED&I). Aside from being a black man from a low socioeconomic background, working in a corporate industry, I had no real understanding of how companies and their cultures affect employees from different walks of life. I have learnt a lot and even for me, it has allowed me to challenge my biases (you have them too, no matter how reverent you think you are).

Anyway, I digress… unlike the title infers, this article is not to say that the conversation around diversity shouldn’t continue as these increase the awareness of issues we all go through; neither is it to say that we have done all we can do & we should now leave ED&I in 2019. I want to emphasis the power of action and the power of inaction with respect to implementing ED&I strategy. As a professional community, it is important that these conversations are happening, but more so we need to see that companies are actually putting their resources where their mouths are.

I decided to do a little bit of analysis on the interest driven by the term…