![The Buzz: The [Black] Dolls Are in Town](https://theinclusionsolution.me/wp-content/uploads/2024/04/Young-Black-girl-with-Black-baby-doll-627x376.jpg)
The Addy Walker doll and the Black Barbie were staples in my childhood. They were proof that I, a Black girl, was special, worthy, and beautiful. In a world that tells Black girls and women, we aren’t good enough, Addy defied mainstream claims. It warms my heart that over time dolls with dark brown skin, coily and kinky hair, full lips, and deep brown eyes have made their mark on the shelves of hundreds of stores and also online.
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In my 20+ years as a DEIJ trainer and consultant, I have always believed in “the power of one.” As an increasing number of individuals take a stand to foster a diverse, equitable, inclusive, and just workplace, we will also surely witness the transformative impact that the “power of many” can collectively bring about.
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There is a misconception that DEIJ is some convoluted concept that was created to be divisive and that ultimately does more harm than good. Acronyms can be easily misunderstood when a lack of understanding causes people to fill in the blanks in ways that distort the original purpose.
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The current anti-diversity rhetoric became very loud only after organizations pledged to focus on racial diversity after the murder of George Floyd. Diversity, inclusion, and equity efforts center on many dimensions of identity in addition to race including gender and gender identity, military status, people with disabilities, religion, and generational differences. Diversity objectives are about all employees, not just those who are protected by legislation.
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Just like any goal, the proper amount of researching, studying, and practicing needs to be put in on a consistent basis. Here are four reasons why DEIJ efforts can be more effective and successful when worked on proactively and consistently.
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Employee benefits packages are bigger than just increasing leave allotments, and institutions need to assess all components of what they offer as benefits and who those “benefits” are really designed to benefit.
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Dementia and Alzheimer’s are devastating. I ask that you do just one thing during Alzheimer’s and Brain Awareness Month and well, every month thereafter…
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Moments of sheer frustration, microaggressions around ableism, having to over-plan, and relying on others have always occurred while I travel. When you encounter deaf or hard of hearing people in your travels, be creative with your approaches and think about how to engage through other types of communication.
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Having a disability doesn’t mean my life is miserable; these are the cards I was dealt. Although sometimes it is hard to just keep swimming, it is even harder swimming against the current of an unsupportive community. Having a disability is not a choice and we don’t choose the cards we are dealt. However, there are many ways to play your reaction to my disability, so play your cards wisely.
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Until she was five years old, Tobiloba Ajayi, the CRO of #LetCPKidsLearn Foundation, Nigeria, didn’t realize she was born with cerebral palsy. Tobi has been confronted with questions about what it means to live with cerebral palsy in Nigeria. In this interview, she tells us her fondest memory of Valentine’s Day, her first heartbreak, and the tough questions she had to ask in relationships as an adult with special needs.
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DEI training, in the absence of an inclusive company culture, can lead to defensiveness, discomfort, and worse, including frustration and distrust if employees feel that the training will not be followed by concrete plans demonstrating leadership’s accountability and commitment to diversity, equity, and inclusion.
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What goes into differentiating “good” from “bad” in this binary conception of immigrants? Why are some perceived as “different?” Is it the fact that he is educated? Or that he speaks with no accent? Is it because he is working in a career that most consider “respectable?”
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