By Amelia Parker

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In 2020 ‘diversity and inclusion’ (D&I) returned as the hot topic of work-place conversation; a trending discussion on LinkedIn with many HR directors, CEOs, employees and recruiters weighing in and giving their two cents. It almost seemed like out of nowhere, D&I was the latest thing for companies to ‘jump on’, but in truth, it’s an issue that has been around for years.

It started with Blackout Tuesday and the posting of the Black squares. But they weren’t just posted by ordinary individuals and influencers, it was the big corporations and companies too; they’re the ones who really got the ball rolling as far as HR is concerned. Companies and corporations who just wanted to be seen saying something while they placed D&I within their own organisations on the backburner. As if they were not also responsible for the livelihoods of the Black and Brown people in their employ or had the power to actually make positive change.

But underneath the buzzwords, diversity and inclusion is extremely important, not just for me personally, but for all of us whether we know it or not. If I am anything like the average person, I am going to spend a third of my life working or at work[1]. This means one whole third of my life is going to consist of interacting with people, growing, learning, and developing in my work environment. It’s important that this environment is the best it can possibly be and here are my reasons for why being part of a diverse and inclusive workplace is so important to me.

1. I am not a spokesperson for my race.

Like many office-based, professional service industries, my industry (PR) is overwhelmingly White, middle class and predominantly able-bodied. So, when I see companies like my own with a handful of non-White colleagues rush to shout, “my workplace is diverse”, I am left a bit baffled and extremely sceptical. I am Mixed-race, half White and half Black-Jamaican, and while I attended a London state primary school, I was also fortunate enough to get the opportunity to attend a private secondary school and Russell Group university. So, in the context of race at least, I have seen what ‘diverse’ means, what it doesn’t and what it has the potential to mean. And nine times out of ten that office-based professional services company is not it. It’s probably a good start, but we’ve only just scratched the surface.

What this means is that when you get a handful of ‘diverse’ staff members, we’re the ones that are looked to, to speak on behalf of all ethnic minorities; whether it be for an internal policy change, an external communication or part of delivering a client brief. While it’s great to be asked and consulted and yes, I’ll do everything I can to help, I can’t speak on behalf of a whole group of people. That’s a lot for only a few people to take on. This is why when a workplace is truly diverse, you don’t need consultations, you have group discussions and can make decisions without having to go looking for approval, because the approval is already in the room.

2. Fitting in may not be all it’s cracked up to be

We all know what its like to want to fit in – or at least I do. I remember when I was at secondary school, I bought the same rubbish ballet pump school shoes just because everyone else had them and my feet suffered because of it. At work things are different. I’ve grown the confidence to be myself and don’t feel the need to change who I am to ‘fit in’. But sometimes I wonder, is that due to my own self-growth, or simply because a part of the reason I was hired was because “I’d make a good fit”? Who knows, and maybe it’s best if I never find out.

Until recently, this notion of ‘being a good fit’, someone who is just like and will get along with the team, is something many workplaces have considered an important consideration of a new hire, but they’ve been mistaken to do so. The best way of getting a varied and holistic outlook on life is to get your information from a wide variety of sources, and the same goes for the people you have on your team. I want to work with a group of people who all have their differences and things they individually bring to the table, not because we all have the same taste in shoes.

3. Imposter syndrome is real

I’ve not been working long, but I like to think I’m quite good at my job… maybe. I mean, I get praise from my managers and I’ve been asked to do client facing meetings, presentations and pitches. I would like to think it’s because my work is valued and that they want me in the room. However, I can’t help the tiny voice at the back of my head that’s saying that I’m there to add a dash of colour to the room. Now, no one has ever said anything to me to imply that this is the case, so this is entirely my brain doing its thing here, but what if it’s right? What if I was chosen to do that pitch, not because they think I’ll be able to help land the client, but because my presence will send a message on how diverse we are as a company? I know it’s up to me to believe in my abilities, but how am I to know the difference?

Well, it would help if there were more people who looked like me for a start. Being one of a few people of colour means that if they did want to be tokenistic, it would have to be me. But, if I was one of many, I could be assured that I was chosen for my work and not to ‘mix things up a bit’. I mean, in the grand scheme of things, positive discrimination can at times have its benefits, but on a personal level it can leave you questioning yourself and letting imposter syndrome set in.

4. There are so many things we don’t know that we need to – and I want to know

The world is our oyster, if only we opened up and let it in. I’ve been fortunate to have been in contact with a relatively wide variety of people from a variety of different places. But I know I’ve barely even scratched the surface. Other people are our greatest form of education. Listening to the experiences of others and hearing their different points of view is such a valuable source of information that it would be a crime (quite literally) to not let this diversity into a place of work. I want to work with those who have disabilities or have come from other parts of the world; those who have had a different upbringing or have lived a very different life. And not only that; all of these people deserve to have a place like I have in the world of work. So, why don’t we stop gatekeeping and let them?

So, what is the take away from this? It’s simple really. To all those who are looking to start or change their career and don’t know where to start on where to apply, check out each company’s diversity and inclusion policy. A company that is focused on making sure that their workplace is both diverse in people and inclusive in culture is one that cares, and one that is likely to support you on your journey. Many places are just getting started and so while I wouldn’t discount them, it’s definitely something worth asking about in the interview. After all, if you’re like myself or any other average Brit, you’ll be spending one third of your life working, so why not make sure it’s beautifully diverse and inclusive?

The author’s name has been changed.

[1] Happiness At Work (Wiley-Blackwell), Jessica Pryce-Jones

Images by Maria Ponomariova

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