In August of 2017 West Point added a new barracks that didn’t take on a likely name such as Stonewall Jackson or Dwight D. Eisenhower.  This ribbon cutting ceremony honored an overlooked trailblazer, Gen. Benjamin O. Davis Jr.  General Davis was a cadet back in 1932 at the United States Military Academy and no one wanted to be his roommate, his friend, or even speak to him unless absolutely necessary.  Diversity without inclusion.

Despite blatant and unwarranted exclusion, Davis built an impressive military career that included commanding the Red Tails fighter group and becoming the Air Force’s first black general.  Important for a many during that time felt "the Negro type has not the proper reflexes to make a first-class fighter pilot."  Then and even now there are executives, directors, hiring managers and recruiters that believe unfounded characterizations and pipeline excuses.

Despite the bank of data and research from respected sources like Aspen Advisors (shout out Andrew Gadomski), McKinsey, and National Equity Atlas addressing the business case, we find stagnation.  A rich ecosystem of software and technology to boot companies grapple with dismal numbers and stagnated diversity, equity and inclusion (DEI) efforts.  I believe the issue is less about skill and more a matter of will.   Unlocking individual will is the answer.   

I find myself often explaining to the talent acquisition ecosystem the pursuit of D&I should never be seen as box checking, lowering of standards, and definitely not a measure of pacifying audiences.  When authentically pursued, it manifests as an incredible blend of differences, contributions, and increased efficiency.  It’s refreshing, rewarding, repeatable and those that understand this concoction win time and time again.  No finish line necessary. 

And now more than ever, I believe leaders should be focused on identifying the impediments preventing the organization from truly pursuing D&I?  Just last week CNBC published an articlethat talked about depressed wages and skills mismatch and in May, Korn Ferry Institute published an highlighting an $8.5 trillion talent shortage.  Yet neither mentioned the need to intentionally pursue stronger D&I efforts involving leaders, employees, and resources.

When I stand to deliver at SRSC Austin (August 9th), I’m not spending time on building a business case or highlighting slides of data.  Both are important and likely the center of others presentation.  Let’s instead, together, use the time to actively engage and find points of courage.  Back and forth challengers, hecklers, and curious are all welcome.  In the end, I’ll ask you to answer one question, how do you shift the internal narrative? 

No arm twisting or salesmanship.  See you in Austin.

 

Torin Ellis

Diversity Strategist | Published Author | SiriusXM Contributor.  On social media @torinellis.