This past weekend, I watched the biopic "Shirley," which chronicles Shirley Chisholm's campaign for the 1972 Democratic presidential nomination after she became the first Black woman elected to Congress. The film offers valuable insights into personal agency, activism, and navigating a system that doesn’t want or welcome you. A quote that resonated with me was, “If you want to make a difference, you have to be part of the process.” Shirley shared this wisdom with a young woman who was disillusioned with politics, the leaders of the day, and was not planning on voting in the upcoming election. Shirley's message was clear: you can effect change by actively participating in the process – vote
Many of us are currently exploring ways to foster inclusivity both in our workplaces and communities.
We’ve engaged in training sessions, read books and articles, and participated in discussions with experts and friends, all aimed at improving our practices. Yet, many of us still face challenges in establishing a consistent equity practice. As Janet Jackson’s song asks, “what have you done for me lately?” How have you confronted issues of racism, exclusion, or inequity recently?
I believe we may be hindering our own progress. Could it be that we are complicating things unnecessarily? In my work with leaders and boards, I frame equity and inclusion efforts as practices and skills that require development. I encourage individuals to reflect on how they cultivate other skills in their lives and to apply the same principles to building an equity practice.
Perhaps now is the time to ask yourself, what does being part of the process mean to you? Your interpretation will differ from that of a coworker, fellow board member, or supervisor. It's essential to identify your unique approach and assess your existing skills and assets while recognizing any gaps. Consider what new approaches you can undertake, what questions you can ask, what risks you're willing to take, and how you can leverage your power and privilege to dismantle barriers for equity denied groups. Each of us has an opportunity to make a difference by identifying our unique approach, addressing gaps, and leveraging our resources and spheres of influence to encourage shifts in thinking and behaviours. Again I ask, what does being part of the process mean to you?
Chanel Grenaway & Associates Inc. is committed to helping leaders, staff teams and boards align with their anti-racism and inclusion goals through continuous learning and practice change. Do you need support to start or accelerate your equity practice and outcomes? Happy to hop on a call with you to see how I might help. Let’s chat.