Diversity, Equity & Inclusion ABIDE with Me

ABIDE with Me

Five Meaningful Steps to Activate DEI(B) in Your Organization

by Khara House, Bella Investment Group, LLC

I tend to see more serendipity than mere chance in life. It is, for example, more serendipitous than chance that my last name is House, and I now work in housing. And it’s even more powerful for me that as a DEI advocate, strategist and practitioner, my “model” for engaging DEI, particularly in the housing industry, focuses on calling us to “ABIDE” – to come together, dwell together and weave DEI into the very framework and foundation of what we do. It’s my pleasure to share an introduction to that ABIDE framework, which offers five steps toward creating more equitable and inclusive workplace cultures and fostering belonging within our multifamily organizations.

Accept Accountability

Contrary to popular belief, “bias” may have four letters, but it is not a four-letter word. Acknowledging bias can be difficult, because we often make the mistake of equating “biased” with “bad”; to say, “I have bias,” for some feels too close to saying, “I am a bad person.” Here’s a better equivalency for you: to say, “I have bias” is tantamount to saying, “I breathe.” Bias, like air, is simply a fact. Acknowledging that it exists in us and within our organizations is the first step to also acknowledging that there are tangible, meaningful things we can change. Acknowledgment and accountability are not threats; they are opportunities. Beginning your DEI journey with this type of transparency helps build trust, and believe me when I say you’re going to need a lot of that as you take this journey!

Build Belonging

In our industry, we’re all very familiar with the idea of operational audits that dive into our financials, record keeping, marketing, etc. to ensure our organizations and functions are “healthy.” Perhaps it’s time to start looking at our organizational cultures the same way. Is your culture “healthy”? What systems and operational “norms” may be backed by implicit biases? What “tried and true” policies and practices stand in the way of cultivating belonging and inclusion in your organization?

As you assess your organization’s culture, you should also take time to consider what doesn’t exist now that could help move you forward. How are you currently engaging with your team members and encouraging their active participation in owning your culture? Are all decisions made from a top-down model that calls for “buy-in” only once choices have already been made? Where and how are you building community within your organization? Whether through task forces, committees, employee resource groups (ERGs) or other models, the keyword is: Engagement.

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