Authors Kimberly Layne Roberts, Twiana Armstrong and Matt Schlegel discuss the importance of Cultural Intelligence (CQ) for organizations and how CQ complements diversity, equity, inclusion and belonging (DEIB) initiatives.
Find more about Kimberly, Twiana and Matt here:
Kimberly Layne: https://www.kimberly-layne.com/
Twiana Armstrong: https://linkedin.com/in/twianaarmstrong
Matt Schlegel: https://evolutionaryteams.com
#CulturalIntelligence #CQ #DEI #DEIB #Diversity #Inclusion #Leadership #Roaring2020s
0:00 [Kimberly Layne Roberts]
In our pursuit of DEIB, we are asked to look at EQ or emotional intelligence, and I am going to ask us to take a step further and to look not only at EQ but also Cultural intelligence or CQ Why?
Emotional intelligence provides us the self-awareness and social sensibility we need to detect and manage the emotions of people like ourselves. While Cultural intelligence expands that ability to have the capacity to lead, empathize, and be open to others who come from different backgrounds than our selves.
EQ is great for leadership but In order to lead diverse teams we need CQ. Allowing for diverse teams, opens the door for a unique, innovative collective brain power that is more varied, creative, and sometimes experienced than a like- minded group. For example. What if we had a group of set individuals who were all like minded in that they were all color blind on the red and green axis. It wasn’t till we opened the door to a new or different individual that we were able to now introduce the colors of red and green into our world.- How innovative- The introduction of two new colors!
How do you get CQ and Cultural Intelligence: Here are three key ways:
- Stop judging and begin to listen to those individuals who are not like you. You may learn a new insight or way of doing something.
2. Look for the positive intent in a different individuals reasoning, thinking, or doing than you. From their perspective their intent is purposeful and good.
- Allow culturally diverse individuals to sit at your table, to voice their thoughts and to connect and lead.
At the end of the day. What we learned in kindergarten still stands valid and helps all us to embrace diversity:
- Learn to play with others no matter who they are and what they look like While on the playground or in the sand box
- Share and especially share if you have more than others. There is enough to go around
- Be kind and inviting to everyone you meet. It is no fun eating your lunch alone.
2:03 [Twiana Armstrong]
Sir Richard Branson is famously quoted as saying, “A company’s employees are its greatest asset, and your people are your product.” Employees are the greatest and most valuable asset of an organization. To this end, corporate America’s efforts to address DEIB demonstrates a level of consciousness to treating its employees with care, comfort, and concern. Everyone is well aware that profit is the foundational bottom line. This level of consciousness is playing out as some organizations carve out or cut its DEIB programs amid backlash to its initiative. “A LinkedIn study found that chief diversity & inclusion officer positions grew almost 169 percent from 2019 – 2022. Fast forward, current research now shows that the attrition rate for DEI roles at the end of 2022 was 33 percent. Organizations are restructuring and renaming roles from Chief DEI Officer to Chief Impact Officer or Chief Influence Officer. Reasons for this backlash vary and serve to challenge an organization’s level of consciousness about the understanding and commitment to its most valuable asset. According to workforce intelligence, since July 2022, Amazon, Applebee’s and Twitter have led the way with DEI layoffs. The state of Texas has gone so far as to ban public colleges’ DEI programs which resulted in Texas A&M entangled in a lawsuit over its newly hired Director of Journalism. The lawsuit was settled for 1 millions dollars. Studies show DEIB benefits include a profitable foundational bottom line, higher recruitment and retention, as well as, expanded innovation and creativity. Leaders, your level of consciousness directly correlates with your level of understanding and commitment to DEIB.
4:31 [Matt Schlegel]
Thanks, Twiana and Kimberly.. Yeah, it’s pretty stunning to hear that organizations and a university are eliminating leadership positions intended to head up diversity, equity, inclusion, and belonging initiatives.
I just can’t stress enough how important it is to keep up the focus on DEIB, especially now. I live next to Stanford, and just recently a student was hit with a car after the driver of the car shouted a slur at the student. The student was injured and hospitalized. This student is an Arab Muslim, and he was attacked based on his appearance.
By not putting an emphasis on diversity, equity, inclusion, and belonging, there are these real world consequences.
I am so impressed with this student who released a statement while in the hospital that I really think summarizes so well what we’re all trying to say here. I’ll read a part of his statement. He says, “Today, as I share my story, my hope is to ignite a spark of empathy, a desire for change, and a call to action, to foster a society where love overpowers hate, where understanding douses ignorance and where compassion binds us in a tapestry of unified strength.”
Wow, I just can’t think of a better way to summarize how important these concepts of diversity, equity, inclusion, and belonging, AND cultural intelligence are, especially in these times.