20 Apr Celebrating Differences all the Way Up the Ladder
U.S.Department of Energy
How can organizations best promote diversity and inclusion?
Tina Norris, PhD, senior survey statistician, Racial Statistics Branch, U.S. Census Bureau • One of the biggest keys to becoming successful in any field is seizing opportunity. Talent follows opportunity, and organizations need to take advantage of the individual and corporate benefits of promoting diversity at every level of advancement.
Sharon P. Wyatt, attorney advisor, Office of Civil Rights, U.S. Department of Energy • Organizations can best promote diversity and inclusion by measuring, tracking, and training their leaders, supervisors, and managers to ensure that they are accountable for the implementation of their diversity and inclusion plans and goals.
Jody L. TallBear, attorney advisor, Office of Economic Impact and Diversity, U.S. Department of Energy • There should be recognition that all communities of color are not the same, and just because one diverse group has made its issues known doesn’t mean that the organization has a better understanding of other communities. As a Native American who is usually captured in the “other” category, I see other communities getting a seat at the table regularly, but this doesn’t translate into sensitivity or inclusion of Native Americans.
Mékell Mikell, PhD, special advisor to the director, Office of Economic Impact and Diversity, U.S. Department of Energy • An organization can promote diversity and inclusion by harnessing the full range of talent and experi- ences of its members, its community, and society, serving as a steward of acceptance and professional integrity.
Dot Harris, director, Office of Economic Impact and Diversity, U.S. Department of Energy • When organizations benefit from improvement in performance metrics such as productivity, innovation, effectiveness, and competitiveness after promoting diversity and inclusion, all employees win.
Patricia Zarate, attorney advisor and employee concerns program manager, Office of Civil Rights, U.S. Department of Energy • It starts at the top. An organization cannot achieve a culture of diversity and inclusion unless its leader recognizes and respects the differences in backgrounds, experiences, and ideas of her staff. Similarly, to foster an inclusive environment, a leader must build on the strengths of all of her staff—not just a select few—by providing opportunities that help employees reach their full potential and contribute to the mission of the organization.