The State of Diversity & Inclusion — Insights From Rosa Nuñez
By: Emilia Picco
Tags: Diversity Training, Workplace Diversity, Workplace Culture, Diversity And Inclusion, Diversity

This article is part of Hallo’s new State of Diversity and Inclusion Series which will feature interviews with a wide range of professionals and thought leaders to learn more about the state of D&I, the progress made in 2020, and predictions on the trends that will shape 2021.

The following is an interview we recently had with Rosa Nuñez, Director of Diversity, Equity & Inclusion at Foley Hoag

How would you describe the current state of diversity and inclusion in most organizations today?

I believe it’s a pivotal time for diversity, equity, and inclusion efforts in the workplace. 2020 provided the catalyst for change. The profound reaction to the killings of George Floyd, Breonna Taylor, and Ahmaud Arbery have led businesses of all sectors to take a necessary look in the mirror to identify the changes needed to put an end to systemic racism and racial injustices. At my current workplace, for example, we are having more frequent than ever open conversations about race, racism, and discrimination with more people — white people to be exact — willing to listen.

As we have seen lately, multiple organizations have made public statements and financial pledges to help combat discrimination and inequalities inside and outside their walls; however, the question is, what happens next? My hope is that these leaders and organizations stay true to their commitments and take the necessary steps to end systemic racism and inequalities for women and people of color once and for all.

How has COVID-19 impacted diversity and inclusion initiatives?

In my opinion, Covid-19 has impacted diversity, equity, and inclusion efforts on multiple fronts, forcing organizations and DE&I leaders to quickly shift their DE&I strategy to support a new and virtual post-COVID-19 workplace. The COVID-19 pandemic has upended how we experience work and how we live our lives, in which inclusion and equity take center stage. Now more than ever, organizations are focusing on people as humans — understanding what’s important to them and how these are impacting their ability to get their work done. Personally, this crisis has provided me with an opportunity for learning, improvement, and innovation.

What are the most common challenges and roadblocks organizations face when it comes to implementing their diversity and inclusion initiatives?

I’d say the lack of leadership support and adequate resources needed to make a real and long-lasting impact. Many organizations rave about their commitment to diversity, equity, and inclusion, but it’s all smoke and mirrors when one looks underneath the hood. For example, when financial issues arise, DE&I budgets are one of the first once to go. There is also the issue of resistance amongst the organization’s leadership ranks when changes are needed to improve the equity of existing policies and practices. Another challenge is assuming that fostering diversity, equity, and inclusion is the sole responsibility of the diversity officer/department. To move the needle forward, everyone in the organization must do their part in driving change — it’s everyone’s responsibility.

What are 3–5 pieces of advice you have for organizations looking to improve the impact of their D&I strategies?

I’d say being authentic, committed to real change, and investing in the necessary resources needed to make a real impact. Leaders need to lead by example and be vocal advocates for DE&I efforts across the organization. Leaders must show up, speak up, and put their money where their mouth is.

What trends will shape D&I in 2021? How can organizations prepare for these changes?

There will be a greater focus on inclusive leadership, flexibility, and the ability to have more courageous conversations in the workplace. More than ever before, leaders are expected to focus on their people’s human side and develop greater emotional intelligence — be kind, humble, and understand how this “new normal” has impacted and will continue to impact motivation and productivity as well as the engagement of their people. More frequent check-ins, greater flexibility, and open and transparent communication will be key drivers this year.