Real Talk About Diversity & Inclusion; Be Part of Positive Change

Finally.

Finally, diversity and inclusion are topics at the forefront of companies’ minds.

The difference between diversity and inclusion has eluded many of us until recently. Diversity is the range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, and physical ability or attributes. Inclusion is the practice or policy of providing equal access to opportunities and resources for people who might otherwise be excluded or marginalized, such as those who have physical or mental disabilities and members of other minority groups. Diversity without inclusion is discrimination.

Like many of you, I’ve spent much of the past year reflecting on my views on racial equality. I’ve at times been humbled by what I didn’t know or realize. I’ve sought to educate myself and better understand what has gotten us to where we are and how I can be part of positive change.

I conducted an interview recently with Lisa Heinsdale that I wanted to share with my network. Lisa is the Diversity Recruitment & Retention Specialist for Portland State University. We talked about the past, the future, and what has been on her mind as she lives the topic of diversity and inclusion daily in her work. I learnt a great deal chatting with Lisa. I hope you will too.

Q: How did you land in your current role as a Diversity Recruitment & Retention Specialist?

LH: The role was created for me. As the daughter of an immigrant from a 3rd world country, I grew up watching my mom be discriminated against. Especially, when it came to advancing in the workplace due to having little education. Throughout college, I watched my college buddies, some who were minorities and international students struggle with the hiring process. And as a non-traditional student, this was something I struggled with as well. I shared my story of struggle during the hiring process with the Associate Dean of The School of Business, and the rest is history. She saw my passion, and created the role for me, and now I get to help underrepresented minority business students overcome this barrier.

Q: Diversity and inclusion are hot topics right now. Why do you think?

LH: What happened with George Floyd really brought diversity, equity, and inclusion to the forefront. It’s so sad it wasn’t a priority until recently. How many victims of police violence needed to happen before this topic got attention?

Q: How do you feel Covid has impacted the topic of diversity and inclusion if at all?

LH: Honestly, when Covid hit, I was concerned my Diversity Team would be the first to be let go. George Floyd’s death, as horrible as it was, has given emphasis to these important topics and kept crucial teams like mine intact.

Q: What’s the focus of your work at Portland State University?

LH: I work with underrepresented minority business student populations. That includes students of color, students with disabilities, LGBTQ+, and veterans.

Q: What are some of the biggest challenges you see underserved populations dealing with when it comes to transitioning from student life to the world of work?

LH: Something that comes to mind is that a large number of our students may not have enough work experience and transferrable skills for a job. A majority of the students have work/school/life balance challenges. Many of our students work multiple jobs while going to school, and have to care for family members, which limits them from applying for internships, and attending professional development workshops to help them be career-ready. But my team and I work hard to meet them where they’re at. We never stop presenting them with opportunities that will help them be career-ready and give them the give a competitive advantage.

Q: What advice do you have for employers to work on increasing their focus on diversity and inclusion?

LH: Two important things. First, when hiring for a diversity and inclusion role, consider hiring a diversity team not just one diversity, equity, and inclusion professional. Only hiring a Diversity & Inclusion Director/Manager says to me that you’re trying to fill a quota, and that your setting the person up for burnout and failure. One Diversity & Inclusion professional cannot carry the responsibility of an entire company. Second, consider what your retention efforts look like. This is beyond recruiting for diverse talent. Ask, what are you doing to retain your diverse talent? What are you doing to make sure they feel represented, elevated, and comfortable in the workplace?

Q: Any final words of wisdom or advice?

LH: If you’re looking to hire for diversity, make sure that you’re not tokenizing and that you’re hiring with good intentions, and aiming to make real change in the workplace.