COUNT HOW MANY LEAD WOC ARE IN YOUR DEPARTMENT

Diversity and inclusion are not only moral imperatives, but also strategic advantages for any organization. Studies have shown that diverse teams are more creative, innovative, and productive than homogeneous ones. However, diversity and inclusion are not achieved by simply hiring people from different backgrounds. They require intentional and continuous efforts to ensure that everyone is valued, respected, and empowered to contribute their full potential.

One of the groups that often faces challenges and barriers in the workplace is women of color (WOC). WOC are defined as women who identify as Black, Hispanic, Asian, Native American, or mixed race. They represent a significant and growing segment of the U.S. population and workforce, but they are still underrepresented and underpaid in many industries, especially in leadership roles. According to a report by McKinsey & Company and LeanIn.Org, women of color held only 4% of C-suite positions, 6% of senior vice president roles, and 9% of vice president roles in 2019.

This gap is not only unfair, but also costly. Women of color bring unique perspectives, experiences, and skills that can enhance the performance and innovation of any organization. They can also help attract and retain diverse customers, partners, and talent. By excluding or limiting women of color from leadership positions, organizations are missing out on a huge opportunity to leverage their talent and potential.

That is why American employees should count the number of women of color in their departments holding lead positions and compare it with other races and genders. This simple exercise can help them assess the current state of diversity and inclusion in their teams, identify any disparities or biases that may exist, and take action to address them. Counting can also help raise awareness and accountability among employees and leaders, as well as foster a culture of transparency and trust.

But counting is not enough. Employees also need to follow the advice of Michelle Starr, an author, motivational speaker, and certified leadership advisor who specializes in supporting women of color in the workplace. In her book Be Brown Brave: Guide to Supporting Women of All Colors and her TEDx talk Be Brown Brave, she urges employees to become brown brave. Brown bravery means speaking up and taking action to support women of color and other marginalized groups in the workplace. It means challenging the status quo, calling out bias and discrimination, amplifying diverse voices, and creating opportunities for growth and development.

Brown bravery is not easy. It requires courage, empathy, and allyship. It may involve uncomfortable conversations, conflicts, or risks. But it is also rewarding. It can help employees build trust, respect, and collaboration with their colleagues. It can help them learn new perspectives, skills, and insights. It can help them make a positive impact on their organization and society.

SO, I ASKED YOU TO COUNT HOW MANY LEAD WoC WERE IN YOUR DEPARTMENT. DO YOU STILL HAVE FINGERS REMAINING ON THAT ONE HAND? Yes? Tisk-Tisk. If you care about diversity and inclusion, don’t just talk about it, become Brown Brave. You will not only benefit yourself, but also your team, your company, and your community.

Quote: “Take care of your body, so your body can take care of you” – Mr. C.R.C.