Time and time again we hear people complain about inequalities in the corporate arena. There are women who complain that the good old boys still run the show and there are some men who feel as if they are being crowded out by the push to include more women and level the playing field. Minority communities don’t always feel they are given a fair shake in the top level positions while many white males who have traditionally had certain roles feel they are experiencing reverse discrimination. No matter how you look at this argument, if you are a fair thinking individual, you’ll probably see some potentially valid points from everyone who has taken issue even if some of those valid points are simply based on fear of change.
For decades, women have had to fight to be heard. During that same period of time, society socialized men to believe they had to always be the top provider for the family. Thank goodness we are in a time where we can look at life for what it is and realize both men and women deserve respect and a seat at the proverbial table. Additionally, people of color for generations have been the workers and while those who weren’t of color owned businesses and passed down positions to their children and friends because they knew they’d run the companies just as their families and ancestors did for generations before. The problem with that is continuing to run things like they always did doesn’t mirror the changing dynamics of today’s world.
When we look at boards of companies, however, there are quite a few disparities still in existence. Fortunately, larger companies are making strides to right the scales not only for gender diversity but ethnic diversity as well. The makeup of boards needs to be in line with the communities served and the diverse makeup of today’s communities. These correlate directly with goals of companies to grow, do more, increase revenue and have a higher overreaching impact nationwide or worldwide. That being the case, it only stands to reason in order to have something different, grow and improve, you simply have to be willing to change. You have to be willing to give a seat at the table to someone who does not look like you, think like you or act like you; but, they have the same goals regarding doing what is best for the organization.
Doing what is best does require advocacy for change. There are a few ways one can advocate to begin the change process because as we know diversity of thought spurs innovation. Innovation is the byproduct of a creative and unique mind. People who have different experiences can help groups improve on innovation. Fortunately, YOU can be the catalyst for change and advocacy in this space. When in the boardroom if women are excluded, speak up. If a woman says something and is ignored, bring attention to what she says. If a person of color experiences the same type of treatment, speak up for them as well. Each of us has a level of privilege in the communities that are unique to us. We can use that privilege for development. We can use that same privilege in ways others may not be able to… yet! Privilege is not necessarily a bad thing. It is the thing that one can use to set a new tone in companies and on boards. It is the thing that can be used to help others see the disparities in the way board seats have been allocated to others just like leadership positions. Privilege is the power tool that a confident person can use to help boost a person up who may otherwise not get a seat at the table or has to fight like hell to get one and be too tired to do anything with it once they get it. Use your privilege for good!
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Photo: Pixabay Eclipse-USA
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