Embark on a transformative journey with Natasha Miller Williams’ “S.E.E.R. Secrets for DE&I Systemic Change”, a groundbreaking book that offers a powerful blueprint for leaders committed to fostering an inclusive environment. This insightful guide is a beacon of innovation, equipping you with the strategies to challenge and change the status quo.
Don’t miss the chance to be at the forefront of organizational transformation. Continue reading to discover how SEER can revolutionize your approach to diversity, equity, and inclusion.
Table of Contents
Genres
Leadership, Business Strategy, Organizational Development, Diversity & Inclusion, Human Resources, Social Change, Corporate Culture, Management Science, Professional Development, Workplace Ethics
“S.E.E.R. Secrets for DE&I Systemic Change” delves into the essential strategies for creating a more inclusive work environment. The book emphasizes the importance of leaders recognizing and addressing systemic barriers to inclusion.
It introduces the SEER approach: See, Expect, Express, Repeat, which guides leaders to identify and dismantle the norms that hinder diversity and equity. By intertwining data and insights, Williams provides concrete examples of how every individual can contribute to a more equitable workplace.
Review
Natasha Miller Williams’ book is a compelling and insightful resource that stands out for its practicality and depth. It successfully combines novel ideas with an engaging narrative, making it a valuable read for anyone looking to effect systemic change in their organization.
The SEER strategy is presented in a way that is both understandable and actionable, offering a clear path towards a more inclusive corporate culture. While the book is incredibly informative, it maintains a lively pace that encourages reflection and action. Overall, “S.E.E.R. Secrets for DE&I Systemic Change” is a must-read for leaders and change-makers in any field.
Recommendation
Despite what many people think, one voice is powerful enough to enact systemic change. In this episode of The Courage of a Leader, host Amy L. Riley interviews VP of Culture and DE&I at Ferrara, Natasha Miller Williams, about how to change workplace norms to benefit everyone. Williams intertwines data and insights as she unpacks what’s involved in ensuring every person within an organization has a seat at the table. Delve into her SEER strategy for improving interpersonal connections, expanding opportunities for all individuals, and challenging exclusionary systemic norms.
Take-Aways
- Building a more inclusive work environment starts with leaders seeing problematic systems.
- Focus on desired outcomes.
- Understand your audience and persevere in your pursuit of change.
Summary
Building a more inclusive work environment starts with leaders seeing problematic systems.
A business’s policies and systems result from decisions made over time about how things get done. These decisions are shaped by the input a company receives from its people — particularly its leaders. How can you become a leader who challenges the norms that impede inclusion? Adopt a SEER approach: see, expect, express, repeat.
“I needed to have the courage to say what wasn’t being said.” (Natasha Miller Williams)
Leaders who want to build more inclusive work environments should begin by identifying systems impeding that goal. Start with your own observations: Note moments when you find yourself resisting change or overly identifying with existing structures, hindering your ability to adapt and evolve. For example, some companies continue to insist all new hires have a bachelor’s degree despite the strong evidence that skill-based experience is a better indicator of success in many roles.
Leaders must also create workplace environments where people feel comfortable sharing novel ideas and critiquing the status quo, leading to organizational improvements and greater inclusivity. Ask for others’ observations — for example, about how a meeting went — and listen for unexpected insights. Bear in mind that if an employee is a woman or a person of color, that individual may not feel entirely at ease candidly sharing dissenting points of view. Leaders can help overcome this reluctance by demonstrating empathy, validating their employees’ perspectives, and taking action based on the viewpoints shared. Even if leaders haven’t personally experienced something an employee shares, they must keep an open mind to foster an inclusive culture where all voices are valued and heard.
Focus on desired outcomes.
After seeing which systems need change, determine your expectations: the outcome you hope to achieve. To return to the hiring example, if a company realizes its primary goal isn’t to hire someone with a certain degree but, instead, to find job candidates who will add value to the business, they are more likely to expand its hiring pool to include people with skill-based experience.
“We need to recognize that times are changing all around us in all realms of our lives.” (Amy L. Riley)
Recognizing that there are many ways to achieve a desired outcome opens many paths to making workplace systems work better for everyone involved.
Understand your audience and persevere in your pursuit of change.
Identifying a systemic imbalance is one task; speaking up is another. To ensure those with the power respond when you express your opinions, you must understand your audience and their priorities. This way, you can align your message with what resonates most with them. For instance, highlighting the benefits of inclusivity and equity in achieving organizational goals can effectively communicate the importance of change. If you can make your organization see how the change will bring them value, you are more likely to create that change.
“Find the value for the people that you are working with…and bring everyone to the table at the same time.” (Natasha Miller Williams)
It can be frustrating when it feels like no one will listen. To avoid feeling discouraged, build a supportive community of like-minded individuals who share your vision and can provide encouragement and perspective. Additionally, recognize that change is not a one-and-done endeavor. It takes time, repetition, adaptation, and persistence.
About the Speakers
The host of The Courage of a Leader podcast, Amy L. Riley, is an internationally renowned speaker, author, and consultant. Guest Natasha Miller Williams is VP of Culture and DE&I at Ferrara. She’s been named one of Crain’s Notable DE&I Executives and Diversity MBA Magazine’s Top 100 Executive Leaders and Top 100 Women of Influence.