You have to be willing to commit resources to any diversity, equity and inclusion effort. Don't do anything performative or do anything without that level of commitment. If you can't put something substantive behind what you're doing, chances are you probably shouldn't be doing it.
We had some great weather here in the Twin Cities yesterday, pushed 60 degrees and so lots of folks out walking and biking and jogging. So hopefully our spring has kicked in and hopefully your seasons have changed as well and you are enjoying some wonderful weather.
I'm Doctor e, your diversity, equity and inclusion conversationalist specialist. This month, each week, I'm going to talk about a few do's and don'ts related to diversity, Equity and inclusion.
You have to be willing to commit resources to any diversity, equity and inclusion effort. Don't do anything performative or do anything without that level of commitment. If you can't put something substantive behind what you're doing, chances are you probably shouldn't be doing it.
Good afternoon, Cadre community. Hope you are doing well. Happy Monday. Hope you are coming off a wonderful, wonderful weekend. We had some great weather here in the Twin Cities yesterday, pushed 60 degrees and so lots of folks out walking and biking and jogging and enjoying the outdoors. So hopefully our spring has kicked in and hopefully your seasons have changed as well and you are enjoying some wonderful weather. I'm Doctor e here, your diversity, equity and inclusion conversationalist specialist, and wanted to talk for the next several weeks about do's and don'ts related to Dei.
Lots of folks usually send questions and their thoughts are around. What makes a good dei structure? What makes a good dei approach? What are some things that we should be doing? And so this month, each week, I'm going to talk about a few do's and don'ts related to diversity, equity and inclusion. Hello, Chris. How you doing, edge? Good to see you virtually. And so the first do that I want to highlight, and this is so important, is you, you have to be willing to commit resources to any diversity, equity and inclusion effort.
So that is the first do be settled on the fact that you are going to have to commit resources. Resources does not, let me repeat, resources does not always equate to money or finances. It could be time, it could be a policy commitment, it could be behavioral commitment from an individual standpoint or a leadership standpoint. But what you have to be willing to do in some way, shape or form is make a commitment. And what that commitment stands for is usually an allocation or a dedication of resources.
For me, if you were to ask what's the most important resource to commit, I would say time. You have to be willing to commit time on an individual level as well as a group and organizational level. DEI has to be on, on every agenda. It has to be embedded within every plan. It has to be noticeable and definable and outlined in what you're doing in terms of your practices and processes. And so to me, that level of commitment has to be there. And so that's the first do. And then I would say the first don't, which is even just as important as the do, is you can't perform or you can't do anything without expressed commitment.
Hey, Luke. Hey, Nikki. You have to have that level of commitment and you have to be committed to avoiding those things that are performative. And so that's the first don't, don't do anything performative or do anything without that level of commitment. What am I, what do I mean by performative? Well, if you're doing something just for the sake of doing it. But you can't put anything behind it. You can't put your organizational mission behind it. You can't put your policies, your practices, your processes behind it.
If you can't walk the talk, then you probably should not be talking in terms of Dei. And so make sure your level of commitment matches what you're doing, that your level of commitment keeps you away from doing things performatively and so be committed. Back that commitment up with practices and processes. But at the end of the day, if you can't put something substantive behind what you're doing related to diversity, equity and inclusion, chances are you probably shouldn't be doing it. So avoid the performative, stay committed and I will see you next week and we will talk about two more do's and don'ts.
I'll give you two do's and I'll give you two don'ts after starting you off with one and one today. So happy Monday, have a great week and I'll see you soon. Bye.
