Jessica Scadron's Guide to Inclusive Excellence at Global DEI
In an era where diversity, equity, and inclusion (DEI) are more crucial than ever, understanding and implementing cultural competency in the workplace is a significant step toward achieving genuine inclusivity. In a session hosted by Elizabeth Cowper, the Founder & CEO of Ludo, Jessica Scadron, Vice President of Strategic Communications at Everyone On, is sharing her profound insights on this topic at Global DEI. Her presentation, "Creating Cultural Competency in the Workplace," provides a comprehensive look into the principles and practices that can help organizations harness the full potential of diversity.
Bridging the Digital Divide: The Mission and Impact of Everyone On
Everyone On is a national digital inclusion nonprofit that aims to bridge the digital divide by connecting families and under-resourced communities to affordable internet service, computers, and digital skills training. The organization primarily serves Black, African American, Latino, and other marginalized communities that have been historically excluded from the digital world through practices like digital redlining.
Jessica highlights the organization's mission and the profound impact it has made since its inception. Everyone On has connected over a million people to affordable internet offers, distributed 6,000 computers, and trained more than 4,000 individuals in digital skills. These efforts are vital in ensuring that underserved communities have access to opportunities that many take for granted, such as online education, telemedicine, and job applications.
Defining Cultural Competency
Cultural competency goes beyond mere awareness of diversity; it involves a deep understanding and appreciation of different cultural backgrounds and the willingness to engage with them meaningfully. Jessica emphasizes that cultural competency is essential for creating sustainable and inclusive diversity in the workplace. It involves recognizing the value of different perspectives and integrating them into the organizational fabric.
She shares a powerful quote: "Leaders must acknowledge that increasing demographic diversity does not by itself increase effectiveness. What matters most is how an organization harnesses diversity, and whether it's willing to reshape its power structure." This statement underscores the importance of not just having a diverse workforce but also fostering an environment where diverse voices are heard and valued.
Key Components of Cultural Competency
The journey towards cultural competency requires a commitment to self-awareness, curiosity, and adaptability. Jessica outlines several key components that make up the mindset needed for cultural competency:
1. Self-Awareness: Understanding one's own cultural background and biases is the first step. It requires continuous self-reflection and a willingness to challenge one's assumptions.
2. Curiosity: A genuine desire to learn about and understand different cultures. This involves active listening, withholding judgment, and being open to new perspectives.
3. Adaptability: The ability to navigate and embrace change. As Bruce Lee famously said, "Be like water." Being adaptable allows individuals to respond positively to unexpected situations and diverse viewpoints.
4. Respect: True respect for others' experiences and viewpoints is fundamental. It goes beyond tolerance and involves genuine appreciation and empathy.
5. Action: Engaging with others, especially those from different backgrounds, to expand one's cultural knowledge and perspective. This requires ongoing effort and practice.
Challenges and Benefits
Despite the well-documented benefits of a diverse workforce, many companies struggle to implement effective DEI strategies. Jessica points out that employee turnover is costly, and employees who feel their organization does not value diversity are more likely to leave. Conversely, companies that are committed to DEI see higher employee engagement, productivity, and innovation.
The statistics are compelling: inclusive teams are over 35% more productive, and employees who believe their company values diversity are 84% more engaged. These figures highlight the business case for cultural competency, but as Jessica notes, the moral imperative is equally important. It is simply the right thing to do.
Implementing Cultural Competency
Creating a culturally competent workplace requires commitment at all levels of the organization. Jessica outlines several practical steps organizations can take:
1. Surveys and Data Collection: Understanding what employees care about through surveys and using this data as a starting point for DEI initiatives.
2. Leadership Buy-In: Commitment from the C-suite is crucial. Leaders must support, invest in, and hold themselves accountable for DEI efforts.
3. Employee Resource Groups (ERGs): ERGs can provide safe spaces for employees to share their experiences and support each other.
4. Training and Education: Bringing in DEI consultants and providing ongoing training for employees to develop cultural competency.
5. Open Dialogue: Creating an environment where open and honest conversations about cultural differences can occur.
6. Celebrating Diversity: Encouraging employees to share their cultures and traditions, such as through cultural celebrations or sharing meals from different cuisines.
Case Studies
Jessica shares examples of companies successfully implementing cultural competency. These organizations, ranging from HR software companies to digital marketing firms, have embedded cultural competency into their operations by:
- Inviting employees to share their cultures and customs in company meetings.
- Conducting regular surveys to understand employee concerns and interests.
- Providing open-door policies to executives to foster transparency and accountability.
- Hosting cultural celebrations and team-building activities that highlight different traditions and cuisines.
The Role of Empathy and Compassion
Jessica emphasizes that data alone cannot drive behavior change. Compassion and empathy are crucial for creating lasting cultural change. Recent neuroscience research supports this, showing that compassion has transformative effects on the human brain and is key to systemic cultural change. Organizations that frame social issues as the right thing to do tend to be more successful in promoting desired behaviors.
The Path to Cultural Competency in the Workplace
Creating cultural competency in the workplace is a complex but essential journey. It requires commitment, self-awareness, and a willingness to engage with and learn from others. Jessica Scadron's insights at the Global DEI Conference highlight the importance of this journey and provide practical steps for organizations to follow. By embracing cultural competency, companies can unlock the full potential of their diverse workforces, drive innovation, and create a more inclusive and equitable workplace.
Taking Action and Ensuring Ongoing Commitment
Jessica concludes her presentation by urging attendees to take action in their own organizations. She provides resources and studies for further reading and emphasizes the need for ongoing commitment and accountability. Cultural competency is not a one-time effort but a continuous process of learning, growth, and engagement.
By following the principles outlined by Jessica, organizations can move beyond performative DEI efforts and create meaningful, lasting change. This, in turn, will not only benefit the organization but also contribute to a more just and equitable society.
