By the time you’re reading this article, I would have assisted in organizing my 3rd Women in Government Relations (WGR) Diversity, Equity and Inclusion (DEI) Summit, and my 2nd one serving as WGR’s DEI Committee Chair!

One of the things that I have enjoyed (among many) about helping to plan the Summit each year is the Resource Workbook that we provide (electronically thus far) to all DEI Summit attendees.  This Workbook not only contains general information about the event, but it also includes a list of DEI resources (books, articles, toolkits, etc.) that WGR’s DEI Committee Members find invaluable!  In addition to the various resources, the Workbook also contains reflection pages where DEI Summit attendees can jot down their thoughts, ideas, questions and challenges!

Successful DEI efforts require commitment, vulnerability, and authenticity – and it is a lifelong journey, there is no “one and done” effort or action in this space.  As a result, you will likely:   participate in sometimes uncomfortable conversations; stumble at times as you’re expanding your DEI knowledge; and learn new things about yourself as you’re beginning to learn new things about others!

I invite you to begin (or continue) developing your own DEI Resource Workbook! Jot down all of those great resources that have come your way and don’t be afraid to share all of this good stuff with others in your network! Allow yourself some space to also write down those thoughts, ideas, questions and challenges that I mentioned earlier – and don’t be afraid to open yourself to others… We are all on a continuous DEI learning journey, moving along one step at a time – together!

What are you doing today to help create change within your organization?

On July 4, 2022, America will celebrate 246 years of independence from Great Britain’s rule, as the Declaration of Independence was signed in 1776. This important document professed “…that all men are created equal, that they are endowed by their Creator with certain unalienable Rights, that among these are Life, Liberty and the pursuit of Happiness.”  Fast forward to 2022, however, and it continues to be evident that not everyone is seen as being deserving of these basic human rights – calling into question the lack of equality that exists, particularly amongst underrepresented populations.

For these individuals, what equality looks like in the workplace can be especially challenging. For some, equality may mean having a fair opportunity to compete and apply for a desired position; for others, it may mean that they are not discriminated against based on any multitude of characteristics that make them the unique individuals whom they are. I would argue that equality in the workplace should include both of these things, in addition to other elements, such as:  providing everyone with a safe and hostile-free working environment; allowing everyone to take advantage of opportunities for additional growth and professional development; and providing a space for all employees to come to work as their true, authentic selves. For me, this is equality in action – “walking the talk” as I like to say!

I invite you to think about what equality currently looks like in your own workplace? Are your company’s policies, procedures, and overall office culture conducive to an atmosphere that champions equality for all who work there? I hope the answer is Yes! If your organization, however, is not where it wants or needs to be, it may be time to take a step back and reassess its core mission and values – there may be some tough questions to answer, but in the end, the organization in its entirety will be better and stronger for it!

I have been thinking a lot lately about the term “allyship,” and what it truly means to me as I continue to move through my DEI journey. Does it mean calling out unfairness or injustice against another right when it occurs? Or does it mean advocating for not only your basic human and civil rights but also the rights of another — even though you may not always see eye-to-eye with them? I would argue that allyship encompasses both things (among many others), and so I challenge you (and myself) to consider how we “show up” for others each day?

Are we “showing up” for our family, friends, colleagues, members, and clients in ways that are both meaningful and authentic? If you are not quite where you would like to be in this allyship space (I know I am not!), that’s ok – we are all on a continuous path of learning, growing, and reflection, and there is always room to do and be better!

The next time you have an opportunity to “show up” meaningfully and authentically for someone, recognize and honor that as an opportunity to connect with and support another fellow human being! You may never know just how much of an impact you might have on them by showing that you are genuine, you are thoughtful, and you are a true ally!

What are you doing today to help create change within your organization?

I have a confession to make…When I first heard the term “diversity” I immediately thought about the word only in terms of how it relates to race and gender. While these identifiers do encompass a huge role when we talk about diversity, race and gender are only a fraction of the many factors that go into making a person the unique individual they are.

Political ideology, education, family background, health, and religious affiliation are just a few examples of the ways an individual’s thinking, outlook, and perspective can be shaped. I use myself as exhibit A: I’m a registered Independent, who is college-educated and was raised by a single mother. I have a pre-existing condition and though I was raised Baptist, I am currently non-practicing. All of these factors make up the diverse person you know (or now know) as Gamble Hayden – my true, authentic self!

The next time you think about diversity, whether it be within your personal or professional spaces, I would like for you to consider the following:

• Do I recognize the value in and importance of having diverse voices as part of the conversation?
• Am I encouraging (and empowering) others to “show up” as their authentic selves?
• What is one change that I will make TODAY to embrace a unique someone?

It is one thing to say that we value diversity, but it’s a whole other thing to truly “walk the talk”! I encourage you to take that next step – I know you can do it!

What are you doing today to help create change within your organization?

Diversity, Equity & Inclusion (DEI) efforts, particularly over the past few years, have taken center stage, with a number of organizations releasing statements of support and hiring Chief Diversity Officers. While these things should not go unrecognized, it is important to note that work in the DEI space is not a “one-and-done” event; rather, it is a lifelong journey of learning, engagement and reflection. Along these lines, it is imperative to acknowledge that conversations around DEI go far beyond just those of race and gender, and thus, opportunities must be created (and available) for people to come together on a consistent basis (and in a safe and brave space) in order to engage in the plethora of these DEI conversations.

As Chair of Women In Government Relations’ (WGR) DEI Committee, one of the things that we do to engage the membership around DEI issues is to host a discussion topic during the first half of each of our monthly meetings. These conversations not only provide an opportunity for WGR members to connect with one another, but they also nurture and encourage that sense of learning, engagement and reflection that I mentioned earlier. Though at times uncomfortable, this dialogue produces a greater awareness for our committee members, and also helps to develop a sense of community – meeting people where they are, while creating the space to have these crucial conversations in a non-judgmental setting.  For this year, our discussion topics have included:  Allyship; Colorism; Age and Organizational Power; and PTSD Awareness.  I would argue that our monthly discussion topics have become “legendary” within WGR; but more importantly, they have bridged gaps and brought all kinds of people together!

While my work within WGR is rewarding, there is an equal reward that comes from working for an organization (State and Federal Communications) that also values and understands the importance of DEI. Our CEO, Elizabeth Bartz, convened staff members from across departments to take a deep dive into how well we, as an organization, are “walking the talk” when it comes to our DEI commitment. As a result, we fine-tuned our company mission statement, and began to offer trainings to the staff on a variety of DEI topics.  Recognizing, however, that we are not experts in this space, we have partnered with Heart To Heart Leadership to assist us with strengthening even more our DEI engagement.

I want to thank both WGR and State and Federal Communications for supporting me as I move along in my DEI journey! When organizations are committed to DEI, everyone wins – what will you do starting today in support of DEI?