Each Of Us Has A Role To Play

The last time Trump was elected president, I thought that organizations would stop doing DEI work. If the president doesn’t like it, organizational leaders could feel justified in passing on it themselves.

Of course, some did. 

But in the weeks following the election, I received an influx of calls and emails. 

(In fairness, I live in Massachusetts, a liberal bubble for which I am grateful; most of my work is here and on the East Coast.)

Looking back now, I think many leaders recognized that they didn’t want the kind of discord that had infected politics to run rampant in their offices. They wanted to make sure their organizations fostered inclusive cultures where everybody could do their best work. 

If that was important then, it’s even more so now. 

It feels like our nation has taken a major step back, electing a government that will erode our rights further instead of opening up opportunity. 

But the election results don’t change what we know to be morally right—or what’s effective in our workplaces.

So let’s control what we can. We each have an important role to play in making change, whether it’s organizing for the next election or influencing organizational culture. 

If you’re a leader, what are your values? Your people are your biggest asset—what are you doing to ensure that each of your employees has equitable access to opportunities? How are you supporting an inclusive culture?

If you’re a manager—or a coworker—your sphere of influence is your team. How are different members feeling? Do they have a space to let down their guard with colleagues, so they don’t have to pretend everything’s okay? Do they feel confident their employer will treat them fairly, whatever elected leaders might be saying about people with their backgrounds?

The path ahead isn’t clear, and we know it won’t be smooth. Let’s each do what we can, in our spheres of influence, to create the society in which we want to live—and the companies in which we want to work.