Table of Diversity Weekly: Expanding Our Definition of Diversity

Around 9:15am most mornings, my Mom calls me on her drive to work. This is one of the few times that we talk where the conversation isn't about my kids! One morning, Mom slips into her part-time role as the (Honorary) Table of Diversity Creative Director, Trainer, and Consultant and tells me a story. She shared a conversation she had recently with a gentleman who was a single Dad, white, and returning to school for his Bachelor's Degree. The gentleman stated that he was able to return to school without loans because he qualified for several scholarships for single parents who were over a certain age.

In a later conversation, this same gentleman shared that he believed DEI was a waste of time and counterproductive. Momma Miles wasted no time by letting him know that he, too, benefitted from DEI initiatives by utilizing the scholarships available to him because of his unique disadvantage as a single father over a certain age.

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Kentucky's Governor, Andy Beshear, recently criticized local legislators who opposed DEI efforts. Beshear began his speech by saying how he viewed DEI as a strength to the people and businesses of Kentucky. Then, he shared the federal definition for diversity, equity, inclusion, and accessibility which includes 'equity is the fair treatment of under-served communities including rural Americans, veterans, and the impoverished, as well as under-represented racial and ethnic minorities.' Beshear's point was that a large number of Kentuckians live in rural areas and experience poverty.

As of the latest Census, Kentucky has the sixth highest poverty rate in the country, with roughly 1 in 6 adults living below the poverty line. Beshear ended his speech by saying that he prioritized DEI, not only to entice companies who believe DEI is important and will pay a living wage, but also because Kentuckians are the ones who benefit from these specialized efforts to facilitate equity and inclusion.

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This happens a lot! People who haven't traditionally been part of DEI conversations tend to believe that DEI is not for them. They have a hard time seeing how they benefit from the strategies, activities, and initiatives in the DEI space. The issue is that DEI initiatives are seen as selective. Identifying with a few marginalized groups makes you part of the in-group. Everyone else is relegated to the sidelines and called an 'ally'. Even worse, some people are villainized and shamed for their privilege pushing them further away from anything remotely resembling DEI.

That's where the Table of Diversity comes in! The Table of Diversity expands our definition of 'diversity' so no one has to wonder if they are eligible to engage in DEI. The Table of Diversity confirms that if you are a parent, or living below the poverty line, or living in a rural area, or a veteran, you are part of the conversation. It doesn't stop there! The Table of Diversity has 19 different categories of diversity so everyone can find themselves.

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As leaders, we have a responsibility to help people contribute to and benefit from DEI. How? Allow people to show up in the way that makes sense for them. I worked with an organization that was focused on racial diversity. One member of the leadership team seemed indifferent. They weren't excited about the focus on racial diversity. They weren't troubled by this focus, either. Just, indifferent. Through multiple conversations, I learned that this leader was passionate about the inclusion and equality of people with disabilities. They had a close relative who was disabled and they were always thinking about how this relative would utilize the services offered by this organization. Eventually, I learned that this leader had an undisclosed disability that they managed. With this new information, our immediate focus became an intersectional one. We were intentional about race and people with disabilities as we thought about services, processes, initiatives, and staff.

With each leader we encountered that felt sidelined in the DEI conversation, we found the thing that drew them in and helped them step into their role. The leader who was indifferent, ended up standing out because of their unique perspective because of their disability. Another leader grew up on a farm and had a great idea for how to reach farmers of color. Another leader just became a grandparent and had thoughts for being inclusive of caregivers of color. Each of these unique perspectives moved people from the sidelines, even when they didn't feel (or look) like the intended audience for DEI.

So, when we talk about 'diversity' we are talking about you! We are talking about your colleagues. We are talking about your neighbor. We are talking about the person who adamantly believes we are not talking about them! We are talking about everyone, it just depends on the context.