Inclusion, Inc.. Sara Sanford

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      Library of Congress Cataloging-in-Publication Data

      Names: Sanford, Sara, author.

      Title: Inclusion, inc : how to design intersectional equity into the workplace / Sara Sanford.

      Description: Hoboken, New Jersey : Wiley, [2022] | Includes bibliographical references and index.

      Identifiers: LCCN 2021062103 (print) | LCCN 2021062104 (ebook) | ISBN 9781119849766 (cloth) | ISBN 9781119850038 (adobe pdf) | ISBN 9781119850021 (epub)

      Subjects: LCSH: Intersectionality (Sociology) | Work environment.

      Classification: LCC HM488.5 .S26 2022 (print) | LCC HM488.5 (ebook) | DDC 305.3—dc23/eng/20220119

      LC record available at https://lccn.loc.gov/2021062103 LC ebook record available at https://lccn.loc.gov/2021062104

      Cover Image: Wiley

      Cover Design: Wiley

For my parents, for always believing.

       And for anyone who's ever been underestimated.

Language Guide

      Readers will come to this book with varying levels of diversity, equity, and inclusion (DEI) vocabulary. The dialogue around DEI is continuously evolving, and words can have different meanings for different people. This brief guide provides a common language framework for the rest of the book. It is not intended as a glossary, but rather to clarify how DEI language is being used in Inclusion, Inc.

Black

       Why is “Black” capitalized in this book, but not “white,” when referring to race?

In July 2020, the New York Times announced that, after a month of discussion, they would capitalize Black when describing people and cultures of African descent.¹ Hundreds of news organizations, including the Associated Press, made the same choice in the spring and summer of 2020. Most news organizations have declined to capitalize “white” because it is an identifier of skin color, rather than of shared experience.

      For the reasons stated by these organizations, I have chosen to capitalize “Black” and not “white” when referring to race in Inclusion, Inc.

DEI

      The term “DEI” stands for diversity, equity, and inclusion. In this book, it is used to refer to the field of work that focuses on ensuring that employees of all backgrounds—especially underestimated backgrounds—are included, treated fairly, and given the same opportunities to advance as their peers.

      Diversity. The presence of individuals who differ from one another in a range of ways, such as socioeconomic status, age, gender identity, ethnicity, race, language, and religion.

      Equity. Fairness of treatment for employees of all backgrounds. The distinction between equity and equality is important: Equity does not mean equal treatment, but rather creating equal access to opportunities through equitable practices.

Inclusion. Moving beyond recruiting underestimated individuals to involving them in decision-making and valuing and rewarding their contributions. One of my favorite definitions of inclusion came from DEI expert Verna Myers: “Diversity is being asked to the party. Inclusion is being asked to dance.”

Intersectionality

      How class, race, age, gender, sexual orientation, and other aspects of identity “intersect” with one another or overlap. For example, the experiences of being Latinx or being a woman are not the same as being Latinx and a woman. Certain biases are only experienced when living at the intersection of these two identities.

Neurodivergent

      Refers to individuals who experience different neurological functioning than the majority of the population. Neurodivergence may present as autism, attention deficit disorder, dyslexia, dyspraxia, Tourette syndrome, or in a number of other forms.

Underestimated

       Why is the term “underestimated,” rather than “underrepresented,” used to refer to individuals and groups that experience bias in the workplace?

      In 2015, Arlan Hamilton founded the Los Angeles–based venture capital firm, Backstage Capital, to invest in “underestimated founders,” including founders of color, women, and those who identify as LGBTQ. She also used the term “underestimated” in the title of her book, It's About Damn Time: How to Turn Being Underestimated into Your Greatest Advantage.

      I wanted to adopt this term because in many cases, I believe it is more accurate than “underrepresented.” For example, “underrepresented” is not accurate when women make up over half of a group. Although they may not be underrepresented, they remain underestimated.

When you see the term “underestimated” throughout this book, I am using it to refer to groups that have historically experienced systemic bias toward a facet of their identity, such as race, gender, age, nationality, disability status, or other characteristic that is not considered the “default.” I think this term better reflects the untapped potential of these groups.

      I still use the term “underrepresented” occasionally, when it is a contextually accurate descriptor of the group or individuals being discussed.

Note

      1 1. John Eligon, “A Debate Over Identity and Race Asks, Are African-Americans ‘Black’ or ‘black’?” New York Times, June 26, 2020, https://www.nytimes.com/2020/06/26/us/black-african-american-style-debate.html.

PART 1 Equity—It's Not Personal, It's Systemic

CHAPTER 1 Beyond Good Intentions

      I thought 2016 was going to be a year for the underdogs. The Cubs were having their moment. It had been 108 years since they had won a World Series.

      Yes, Cleveland had home field advantage. Yes, the Cubs were coming back from a 3–1 deficit, and only five teams in history had come back from that far behind to win. But when I deplaned in O'Hare, I believed the fanaticism surrounding me could beat any odds. I hadn't felt that kind of energy since Seattle's “Refuse to Lose” euphoria in '95.

      I wasn't in town specifically for the Series, but I came from a baseball-loving family, and my parents had Chicago roots, so I was going to soak it up while I had the chance. Everywhere I went, I was seeing either Cubs signs or Hillary signs. #ImWithHer banners peeked out from under End the Curse! flags. All around, history seemed to be in the making.

      I was in Chicago for work, and at the time, I had what I thought was a corporate do-gooder's dream job, overseeing DEI programming for a large financial company. I had spent the first part of my career advocating for equity from the other side, either in nonprofits and international NGOs, or through the lens of public policy.