The Time for DEIJ Work is Now
If there was ever a "right time" for DEIJ work, Akailah Jenkins McIntyre believes it's now.
“This work squarely aligns with building the thriving team and organizational culture that nonprofit and corporate sectors dream of,” she says. “Yet so many leaders believe just the opposite. We’ve got to shift that—and soon.”
There is no successful People Ops work without DEIJ
With DEIJ conversations taking such a forefront in the media over the last few months, the topic is increasingly hard to ignore. Whether it's talk of the election, happenings at Harvard, or ongoing military conflicts, the tensions of the moment bleed into office politics in both overt and covert ways.
“Organizations are microcosms of society. They don’t exist in vacuums, and neither do the people who comprise them,” Akailah points out. “The contexts of society inevitably impact how people interact with one another, how they engage with their work and, in turn, how much an organization is able to accomplish.”
As such, for an organization to achieve at its highest potential, it is critical to consider the needs of people first—and, in particular, the people who may be most likely to face obstacles in an organization because of their identities or positions.
“In this way,” she emphasizes, “there is no successful people operations work without centering DEIJ. The question is not if DEIJ is relevant to the immediate and long-term success of an organization, but how. And in this current moment, determining that 'how' is something successful leaders must prioritize.”
DevelopWell can help you rise to the challenge
The good news? Akailah brings her professional experience as a Chief of Staff, Program Director, and Equity and Justice Consultant into her work with DevelopWell.
Her personal approach blends various aspects of her identities—Black, woman, Southerner, educator, truth-teller, wellness advocate, Pilates aficionado, and joy enthusiast—to meet clients where they are by getting to the heart of organizational needs.
Akailah is ready to help your organization create a truly people-centered space for everyone to thrive. Six months into her tenure as Principal Consultant of People Operations and DEIJ, she is busy reimagining possibilities.
Want to reimagine those possibilities together? If you’re a leader who’s posed any of the following questions over the last few months, we just may have the DEIJ approach that you need to answer them:
How are my staff currently experiencing our organization? In particular, what about our BIPOC, junior, newer, LGBTQ, and women employees?
We’d recommend: an equity audit
I know that we all have biases and that recognizing and mitigating them are critical to successfully leading through change. How can I see my own awareness gaps and effectively address them in my leadership practice?
We’d recommend: our equity leadership coaching and bias training
How do I address power dynamics in the workplace and ensure all team members feel they have a voice here?
We’d recommend: DEIJ 1.0 and an equity audit
My staff is eager to learn about DEIJ concepts, but how do I effectively begin these conversations in a way that all team members can engage with?
We’d recommend: DEIJ 1.0 and 2.0
If any of these questions resonate with you, learn more about the recommended offerings here.