I’ve worked in equality, diversity and inclusion roles for a number of different environmental charities. So, what have I learnt about how to make the change?
1. We all have a role
When I started out there were no roles in equality, diversity and inclusion in environmental charities. Beyond the legal obligations, it wasn’t particularly acknowledged as an issue. Passion, determination, and preparation are strengths of mine that I could use to change that. But I couldn’t have done it without the support of others in leadership roles giving me that platform. So many of the things that have made a difference to inclusion in organisations have happened because of a few, sometimes just one person, making them happen. I have experienced discrimination, but I am also privileged in a lot of ways and those privileges meant my voice was heard. Whatever privilege you have, whatever skills you have, use them to start to make your organisation more equitable. And where you don’t have that privilege yourself, seek allies who have. When you start to create change, however small, others will begin to follow.
2. Be driven by the data
The limited resources of charities often drive tough choices. As environmental ones we use data to prioritise which species and habitats to focus on. EDI should be no different. The data should drive our priorities. Personal passion has its place but there are simply too few people, especially in any position of power, to drive forward change where it is needed if we only rely on lived experience to drive change. This is particularly the case with ethnic diversity and inclusion. Our ethnic diversity is so incredibly low as a sector, at any level, including leadership. So, the vast majority of leaders will never have directly experienced racial discrimination. And even those who have will have their own challenges navigating that to have to shoulder the burden of trying to bring about change. Lead with the data, and the impacts behind the data, so you are tackling the biggest issues, not the ones that leaders can personally identify with.
3. Don’t try and do everything at once
The world is full of inequality. You can’t fix that. You can only focus on your own
organisation. And even then, you can’t fix everything all at once. You might not even be able to tackle the biggest issues right away. Focus on what will have impact but is actually achievable. The time might not be right. The blockers might be too great. It’s a difficult and emotional type of work, so you need to take a break from it otherwise you will soon face burn out. Have things outside of work that bring rest and joy. Do whatever works for you. Spend time in nature. Watch some trashy TV. Cook. Dance. Read. Listen to music. Exercise. But however you do it, make sure you avoid burn out by putting on your own oxygen mask first.
4. Find your people
It can be lonely and isolating as well as emotionally draining. It’s ever evolving. You will definitely make mistakes. Find your people – both in your organisation and outside it – who can be there to help you celebrate the wins and empathise and help you through the frustrations.
5. People come first
Expectations around inclusion are changing. There is pressure from inside and outside the organisation to go faster and do more. This is especially the case when events in the outside world show the devastating impacts inequality can have. One thing I’m ashamed to have done in the past is to transfer some of the pressure felt by leaders onto the people most impacted by these inequities, rather than just making sure they were ok. Although mistakes are inevitable and part of the learning process, don’t lose sight of the bigger goal. If it’s making things harder or putting extra labour on marginalised people then stop and rethink your approach. The goal is not to make the organisation look better – it’s to make the organisation do better. And to do that people must always come first.
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