There should be "I" in Team

That is "I" for inclusion.

Moderator: Morgan Boykin; Panelists: Shambi Broome, Nyasha Green, Janice Roberts, Charlene Keys Bowen

I think people see the DEI movement as too complex or unapproachable because there is a lot of noise around it. So many conversations making it challenging to just focus and listen. That's just one of the reasons why I am thankful we had the opportunity to hear from five accomplished women in tech on the subject.

Morgan, Shambi, Nyasha, Janice, and Charlene reminded me of the fundamentals. These kind of discussions humanize the topic, almost sort of simplifying it in a way that I believe makes most people think, "How is this even still an issue? It's common sense."

Of course there are technical complexities when it comes to implementation, but I believe people use that as a way to deflect from the truth. The truth is there isn't consensus on the fundamentals. Which is honestly pretty discouraging, so it is admirable that these women, and other leaders, are continuing the fight for change. It's an uphill battle for sure, but I do feel that as a society we are making progress and collecting some victories on the way to the solution.

Here are a few takes from the panel that I found valuable...

Some Fundamental Issues That Prevent Equity (not at all an exhaustive list):

• Nepotism - maybe we shouldn't be so worried about unqualified people getting hired based on gender and race at the moment, and first focus on the actual issue at hand which is unqualified people getting hired based on their relationships.

• "Over mentored, under sponsored" - an issue that is especially prevelent among people of color in the workforce. Mentors show you how to do something, which is valuable, but sponsors include you in doing something. I think we all know which one provides the real opportunity.

• Silence or censorship - We could apply a good rule of thumb in dating to this scenario: if speaking your truth and communicating your needs results in a heated argument or breakup, they ain't the one. Afraid of getting fired for speaking up? That's what we call a red flag.

Some Fundamentals of being an Ally (also not at all an exhaustive list):

• See the individual, not a generalized segment of a population. It's pretty easy to intentionally or unintentionally ascribe a person's experience to faulty or irrelevant stereotypes.

• Listen to criticism or complaints with a disposition of respect and trust for the person speaking. This will minimize any potential discrediting or dismissing of the person speaking.

• Speak up. Strategically. Be mindful of what you're saying and how you're saying it, but take advantage of your privilege to plant seeds of change. Charlene had a pretty incredible story that showed us the power of rephrasing comments or concerns as questions when approaching leaders with an issue. Give them the opportunity to think for themselves. Results may vary, but it's a more disarming approach.

I will carry these point throughout my personal and professional life to help others and myself, but it's a lifelong learning opportunity and full-time work.