Saving Seats at the Summit

Having a seat at the table means that professional learning opportunities and networks need to be more inclusive and offer value that speaks to more than just the white majority. 

Since so much of one's career success is attributed to the network you have and who’s in it, mentorship and the connections you have are essential.

So, what’s lacking exactly? 

It’s beyond noticeable that diversity is rare amongst attendees and speakers at many professional learning and development opportunities today. For example, 

• Keynote topics may be for a certain type women who benefits from the privilege of higher education or a big network that can help get her ahead. 
• The needs being met might be homogenous and don’t account for people in different financial, social, or personal situations.  
• Access to the event could be challenging for some, like personal cost of entry or having a boss with unconscious bias who doesn’t see a return in the investment for your professional development. 
• A variety of success is not being represented by assuming we can all afford to take the same types of risks. 

What does a commitment to inclusion even mean? 

To feel included is to behold a strong sense of belonging, have access to required resources to perform at your peak, know your contributions matter, and feel confident that you’re on your path to success.

 If you're involved with organizing professional learning opportunities, consider the following for a more accessible and inclusive experience for a wider range of people.

• Include topics that resonate with not just those with white privilege but empower a diverse representation of women.
• Include a diverse representation of speakers that anyone can look upon and see themselves through their stories.
• Include a platform for women of color to share their story, promote a business or thought leadership, and grow as entrepreneurs. 

We’re in this together, and there’s work to do. 

Navigating internalized and unconscious biases is an immersive, personal journey of anti-racism all white folks must go through. Doing this work begins with listening, looking internally, and disciplined reflection. To break down the barriers to equitable mentoring, coaching, networking, and career advancement, we need diverse voices speaking.

As an attendee of professional learning opportunities always ask yourself,

• What are my own biases? 
• What voices are missing and is it intentional?
• What are the barriers to entry? 
• What is the impact of not having a diverse representation?
• And most importantly, what should we be doing about it?

All reflections welcomed in the comments below. Thank you for reading.