Our organization's parent company sends out DEI emails that are inclusive to all groups represented at the company.

14 Comments

1. Mimi WalkerFebruary 6,2023 at 9:50PM UTC

   Maybe just ask management what is being done for black history month. And ask this question every time there’s an honorary month or day of celebration.
   I'd also consider asking colleagues first to see if they’ve heard anything and then address management by saying, “we haven’t heard much about what’s planned for Black History month, would you please share info with the team?"

2. Kathryn MontbriandFebruary 8,2023 at 12:54AM UTC

   It could be that she is more tuned into events where she feels ownership by being part of the group.

   Perhaps you could suggest to her that someone on the team (not her) is the DEI champion and have that person send out all the emails to the team / put events on the team calendar, etc throughout the year? That way she won't feel like she needs to be the one doing it but can support all groups as a manager.

3. Katherine Metres Akbar, Interview Coach & Resume ExpertFebruary 10,2023 at 1:25PM UTC

   Great question! As Kathryn said, the best approach is to volunteer. I am hearing that you are passionate about Black history and DEI generally, so this could be a sweet opportunity for you to gain visibility and make a contribution to the company's DEI. Do NOT make the mistake of going into the conversation by making her wrong for what she is doing. We members of minority groups need to stand together and support each other. So you can start by saying how much you appreciate her championship of LGBTQ inclusion and say you would like to do something similar for the Black community and other minority groups.

   To learn more about career advancement topics like this, feel free to check out the YouTube channel of YES Career Coaching & Resume Writing Services. Happy Black History Month!

4. AyianFebruary 10,2023 at 1:41PM UTC

   All or nothing demands for diversity inclusion is a pretty toxic stand to take. Have you ever specifically asked her to send more events and emails? If you haven't, be specific with what you want to see. Your boss is a human too and has limitations including overlooking, not being aware, or just not thinking of all the ways you'd like to feel included. Open and genuine conversation is a superior method of getting what you want, especially compared to "if I don't get what I want, no one should get it at all".

   Consider asking her to have you added to the parent organization's DEI email blast and offer yourself as the person to distribute that to the team. It sounds like you've already been thinking about how it could be handled better anyway. :)

5. SARAH E HOUSEFebruary 10,2023 at 3:40PM UTC

   Interesting take.

6. Lori CasoFebruary 10,2023 at 1:47PM UTC

   I actually produce (voluntarily) the DEI monthly newsletter for my market area (5 states) and truly enjoy learning about the different celebrations. You may just need to mention an interest to your manager and encourage her to send along anything she receives from corporate. I find that sometimes managers are afraid of sending out too many extra emails for fear of spamming mailboxes. A simple “thank you for passing this along, I’m interested in receiving more like this…” might be the only communication you’ll need.

7. Nancy ThomasFebruary 10,2023 at 3:30PM UTC

   Hello,

   I agree with you that your manager should send out all of the information to you and your colleagues on all you have stated. The fact that she is only sending out initiatives that are concerning a particular community, it can look like she may have biases that she may or may not be aware of, this can have a negative result in terms of inclusivity for all of the other co workers.

   I find it quite interesting that most if not all of the responses were keen on correcting your stance on what you have experienced and then proceeded to drill down on what your main interest/concern is, “Black History Month”, not sure where that conclusion is coming from simply because you mentioned that as an example, we are “in that month” of celebration. You also gave a clear depiction of the make up of your teammates/co workers and the actually events as they have occurred, I totally understand where you are coming from, I do suggest as have some of the others that you can volunteer if you so desire. However it still does not explain your manager not passing along all of the information that the company provides, not her, as well as extending her invitation “to take off time to attend” these events. This should be extended to all of her team in the same fashion.

   The responses you received speak volumes!

   Hoping this changes for you and your team, have a fab day and beyond!

8. AnonymousFebruary 10,2023 at 4:52PM UTC

   The correct term is Latino. The term you used is nonsensical in both English and Spanish, and is offensive to many actual Latinos.

9. AnonymousFebruary 10,2023 at 5:07PM UTC

   what is DEI?

10. JMFebruary 10,2023 at 6:10PM UTC

    Diversity, Equity, Inclusion

    Sometimes you hear DEIB which is Diversity, Equity, Inclusion, Belonging

11. Jennifer ShoffnerFebruary 10,2023 at 5:34PM UTC

    Would you and your teammates be able to join the mailing list for these emails so you receive them all and not just what your boss is forwarding? I would look in to that option. I do agree that she should forward all of them as you all have varying interest.

12. JMFebruary 10,2023 at 6:09PM UTC

    I find it odd that there is a DEIB newsletter that doesn't go to everyone but needs to get filtered through managers. That seems just the opposite of inclusive! Can you ask HR about creating a broader distribution list? I wonder if they're even aware that not everything is making it through the bottleneck of managers. Vertical hierarchies can really be a detriment to effective communication. Seems like they should let everyone know what is available and then they can add something like "If you see something here that interests you, please work with your manager about attending." Or some variation. I would also ask them if employees find events, books, or DEIB resources of interest, not on the list the company sends around, that perhaps employees might forward the info to HR to be included on the next email. See if they'll put that DEI money where their mouth is. DEIB efforts shouldn't necessarily be top down. That's the very antithesis of DEIB. Good luck!

13. AnonymousFebruary 10,2023 at 6:20PM UTC

    I think you address the elephant in the room and let her know that you feel left out. Let her know that your passion for women's causes makes you wonder why there is not an ERG (employee resource group) focused on that topic? Perhaps volunteer to be the person internally who broadcasts the lists to those who are interested. I would not become a spokesperson for the other folks in the team other than to say that there are other under represented groups missing from the conversation. Don't become a spokesperson for the team do it for you. In nothing changes speak to your HR person and let them know of your feelings. Inclusion means everyone not only the ones that affect the manager.

14. Liz MilneFebruary 15,2023 at 11:57PM UTC

    Raise it in 'casual' conversation - Hey, boss, I was wondering - [wherever] is putting on [whatever] for Black History Month, can we go? - and make sure she knows you mean for her to attend too. Without knowing Black issues at first hand, she possibly finds it easy to dismiss them, even if she doesn't consider herself biased? (Of course, if she says no and shuts you down, then she's telling you something else about herself...)