In the heart of Toronto, exists a cutting-edge tech company, called TranceTech*.

A few years ago, lauded as an industry leader in smart home technologies, TraceTech found itself in the throes of an increasingly digital and globally connected world. Despite the flashy exterior and impressive financial figures, beneath the surface, there was a glaring issue: a lack of diversity and inclusivity in the workforce and leadership.

Recognizing this issue, Jack, a mid-level manager started conversations about diversity in his workplace. As he spoke to different people across the organization, he heard a variety of perspectives. The dialogue opened his eyes to the complex tapestry of opinions, attitudes, and fears that shaped the company’s status quo.

Jack was well aware of the research from the world of business and management showing that diverse teams perform better.

He knew diversity of ideas are not just about race, language, or gender; it encompasses diversity in opinions, life philosophies, and every aspect of identity that makes each person unique.

Armed with this understanding, Jack attempted to convince the senior decision-makers in the company. He backed his argument with compelling data, showcasing how diverse teams led to innovation and superior performance.

However, he soon realized that for a systemic change of this magnitude, he needed a strong coalition, not just individual efforts.

Guided by David Moinina Sengeh's philosophy and book, Radical Inclusion, Jack understood that policies alone were not enough.

The employees needed guidance, training, and tools to appreciate, understand, and foster diversity.

So, Jack initiated various workshops, mentorship programs, and even developed a comprehensive manual on fostering diversity and inclusivity in day-to-day operations.

Despite these efforts, some employees resisted.

Jack recognized the threat this resistance posed to the authenticity of the initiative. The difficult decision to part ways with some employees, even top performers, was made to ensure the company's commitment to diversity was not seen as mere window dressing.

Jack also realized that the key to driving this change was cultivating enthusiastic influencers within the organization who could inspire others. These influencers helped foster acceptance and engagement among employees who were hesitant about the change.

But Jack knew change was an ongoing process, not a one-time effort.

Constant vigilance was necessary to prevent a reversion to the old ways. The transformation was continuously monitored, ensuring the company was always progressing towards their goal of an inclusive and diverse work culture.

While Jack's journey at TranceTech is unique to his context, it does provide a roadmap for any leader facing similar challenges.

If your organization is grappling with issues of diversity and inclusion, the following steps, inspired by Jack's efforts, might help guide your path to effecting meaningful change:

1. Acknowledge the Problem: The first step towards change is recognizing and accepting the issue. It's important to understand that change can't start until you admit there's a problem.

 2. Initiate Dialogue: Conversations are the heart of change. Engage with people across the organization, especially those invested in maintaining the status quo. Understand that people's answers will vary based on their mood, who's asking, and the environment.

 3. Form a Coalition: For systemic change, a group or a coalition advocating for change is far more likely to succeed than individual efforts. But remember, even a strong coalition can face failure.

 4. Create a Change Policy and Guide its Implementation: It's not enough to just introduce new policies. Show your team how to implement them by offering guidance, training, and tools. Create a manual to facilitate the process.

 5. Address Resistance: There will be individuals who resist change. Don't tolerate resistance as it could undermine your efforts. This may even mean letting go of top performers who refuse to align with the new direction.

 6. Leverage Influencers: Identify enthusiastic and influential individuals within your organization. Their vocal support can help drive the change and engage others.

 7. Monitor Progress: Change is not a "one and done" activity. You should continuously monitor progress towards your goal.

 8. Promote Diversity in All its Dimensions: Recognize that diversity isn't limited to race, language, or gender. Research shows that teams perform better when they are diverse in opinions, life philosophies, and all aspects of identity.

Jack's journey at TranceTech, guided by the principles from David Moinina Sengeh's book, Radical Inclusion, paints a vivid picture of the path towards implementing systemic change. It's a testament to how complex and challenging change is. Yet, this successful change can occur with ongoing efforts, a committed coalition, and a pledge to uphold diversity and inclusivity in all its forms.

By following these steps, inspired by Sengeh's teachings, you too can lead your organization towards a diverse and inclusive work culture. However, transformation doesn't happen overnight. It's an ongoing process, requiring continuous effort and adaptation.

As a challenge this week, I invite you to consider one aspect of your organization where diversity could be better represented, or inclusivity more effectively practiced. Reflect on the eight steps outlined above and identify actions that could kickstart meaningful change.

Remember, every journey starts with a single step. Yours could begin today.

Best wishes, Lauren

*TranceTech is a fictional company. It was invented for illustrative purposes and to maintain objectivity in discussing system change and diversity issues.