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One of the best examples I've seen is in a previous role. The other managers were White women. They'd get defensive when I said we needed to diversify our leadership & hire Aboriginal women. ('But our research grants go to minorities!,' they said. 'They are all White,' I said)...
(To clarify, most of the funding went to cisgender, able bodied, White researchers, including projects about racial & other minorities) I proposed we enforce targeted funding and projects about racial minorities be allocated to racial minorities. It was tense & challenging...
When the next research program proposal went to the Board, they were impressed. Until the end, when the Aboriginal women Members, who had not yet spoken, said they would not support it. They gave an amazing analysis, showing the gaps & the need to have Aboriginal people funded...
One of the White women managers initially politely restated the case to keep things as they were, but soon she proposed my idea as a resolution (and of course did not credit me) That part of the program was delayed so targets could be implemented, but all for the better...
Without Aboriginal people & other #POC in decision-making roles, publications, programs, funding, job offers and other choices seem fair and balanced
Minorities who have an equal voice strengthen outputs. They better understand the intended & unintended consequences of decisions
To end, think about the committees, Boards, management teams you know. Are there multiple Aboriginal & Black people + other #POC who are disabled, LGBTQIA? Do they have power?
If not, outcomes & decisions are limiting or damaging in ways White people can't see. Let's do better
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