Oh Mary, Don’t You Weep —The Challenge of Inclusive Leadership in COVID-19 Disruptive Times
Mary was about to launch a strategy to build a transformative diversity, equity and inclusion program for her employer. She was excited but also apprehensive. She wasn’t sure about how to build such a strategy or how to enlist leadership support. She was anxious, as this was her first major assignment in a corporate leadership role. She had been successful in previous positions and acknowledged for her success. She felt up to the challenge.
And then her world changed.
The coronavirus completely altered business operations, people were told to maintain social distance and if possible, to work from home. She was concerned because there was little data about this pandemic and how it spreads. She was concerned with how long it will last. It seemed the virus was uncontrollable. She felt that her role had taken a major short term pivot.
Mary began to see her attention shift from addressing issues of diversity and inclusion to issues of adversity. This virus was impacting everyone, everywhere, all the time. Anxiety began to mount as several friends became infected with the virus. She knew that many who contracted it were not able to overcome. Some died.
The adverse effect of this virus was troubling, frightening and personal.
As the stay at home orders persisted, her friends and associates began to shift their attention from their work related activities to the looming impact of the stay at home and social distancing actions and the organization’s overall survival. Emerging decisions and actions included the shuttering of business operations, reduction in the size of social venues for networking, and even religious services. Suddenly, the impact of these decisions on personal needs and aspirations shifted from self-actualization and inclusion to survival.
Unemployment ranks began to swell. Layoffs started to occur. Personal income was affected. Schools were closed. Mary was trapped at home to continue her work using social media and Zoom. Her diversity work had not fully begun and as the social distancing and stay at home policies persisted she became increasingly alarmed.
Fear and anxiety persisted. She began to have doubts about diversity and inclusion. How can I promote diversity and inclusion in such an environment? What can I do to sustain feelings of inclusivity and belong?
Mary was not alone.
Even the most confident friends and associates were worried. What little personal financial assets they had amassed in the stock market had plummeted to nearly zero as value of stocks dropped precipitously. The spouses of some of her friends were laid off. Bill began to mount.
Mary pondered whether her diversity efforts should be stopped?
Was Mary right to think that diversity and inclusion efforts should be set aside for the moment? Was there anything that could be done to sustain and build effective strategies?
She feared that leaders were distracted. Discretionary spending was being curtailed. It was hard to convene meeting with ERG leaders to continue working on initiatives and strategies. She was stuck.
As she pondered what to do, she began to see that there might be some important diversity and inclusion actions that could be addressed to mitigate emerging DEI issues. She began to understand that “adversity” was a significant diversity issue spanning socio-economic backgrounds and race. She generated a list of possible DEI impacts including:
· The disproportionate Impact of COVID-19 on people of color, especially African Americans.
· The growing Xenophobia and microaggressions against people of color, particularly in high-risk groups such as minorities, people with disabilities, and immigrants.
· The disproportionate number of lower income people working in high risk, service-related jobs requiring them to work (essential services).
· The use of public transportation as a primary source of commuting to and from work increasing fear of exposure to the virus.
· The impact of school closures on single parents or working parents who cannot afford childcare services, combined with the fear of having older parents or relatives who are highly susceptible to the disease taking care of children while working.
· The growing implications of house bound families as the weather warms and the desire to get outside grows. Combined with lack of resources and outlets for activities, the frustration of younger people could turn to violent and aggressive behavior (including protests and public demonstrations).
She pondered how these issues could impact equitable treatment and inclusion at work as the pandemic subsides and workers are allowed back to work. She pondered a number of potential issues that might be encountered in the workplace including:
· Workplace distancing — how might co-workers feel about working in close proximity to people of color, immigrants and Asians who they fear might have a higher probability of being infected?
· Workplace policies regarding flexible work schedules, continued work from home and other alternative work arrangements.
· Transportation alternatives — With the fear of the virus continuing beyond the return to work dates, how might employees feel about coming to work via buses, light rail and Uber.
· Protective Gear in the workplace — Will those who return be required to wear protective gear in the workplace? Who pays for such gear?
· Return to Work Sequencing — how will the workplace start back up? Will the first few weeks be of a tenth of the crew? One third of the crew? One half? Or the full workforce?
· What safety precautions will be needed to be instituted for workplace gatherings, meeting, external guests, community outreach? Will employees be allowed to decline participation?
· Disrespectful, harassing and disparaging behavior — how will such behavior be addressed?
Mary now understood that her diversity efforts should be focused on helping her organization address some of the DEI implications that will likely emerge as the workforce returns. Such efforts will help to sustain a sense of belonging, respect, and tolerance at a time when everyone is somewhat unnerved by the current coronavirus pandemic.
