Language Matters, But So Do Compassion, Empathy, and the Everyday Choices That Bring People Together
by Eva Ogden, SVP, Regional Associate Engagement Advisor for Virginia, Carolinas, Florida and DC markets, Pinnacle Financial Partners; & Foundation for a Healthy High Point Board Member
The acronym DEI has not always been popular or mainstream. It was only in the wake of the brutal and public killing of George Floyd and the stress and social awareness caused by the COVID pandemic that this acronym rose to prominence. Yet, for some of us, diversity, equity and inclusion has always been a focus. The work of DEI was there before the words became popular and subsequently politicized.
Current experiences with the language of DEI are different for each organization. Whether you choose to change the language of DEI will depend on the level of pressure your organization faces. Because Pinnacle is a federal subcontractor, we are evolving our thinking to more accurately reflect and be more closely tied to Pinnacle’s longstanding culture. The way we’ve historically approached DEI was to “Pinnacleize” it! That means that it’s all about associate engagement for us. We’ve transitioned our language from DEI to reflect the focus on associate engagement that was always there. In one word, that focus is on connection – encouraging every associate to be part of a team, to contribute to a team, to get the most out of their participation here at Pinnacle. That means connecting across differences, across identities. And all this is grounded in the work we’ve done over the past five years. It is also grounded in good business practices and our desire to be the best place to work in the Southeast. The key to a really good DEI approach is that it fits your culture. There is no one-size-fits all approach, and any organization can adopt DEI practices.
Even in challenging times, we see benefits to these efforts. We are challenged to think outside the box, to think more broadly. In the past, we talked about helping associates from different backgrounds feel like they belong. But now we talk about helping all associates feel like they belong. When you expand the language, you’re able to expand your target audience. When you remove triggering words such as diversity, equity, and inclusion, you don’t have to worry that people will presuppose what you’re about, and you open up the conversation. It gives you a blank slate to invite people to be involved. And that’s what I mean by changing the words and expanding your target to have a bigger impact.
The challenges that come with these opportunities are the needs be intentional and gauge the environment. While our actions are really the same, we can’t have demographic goals, which could hinder progress. It takes time and effort to evaluate what is necessary and how it fits with our values, to reframe materials and their language, and to make them applicable to everyone. How do you touch different pieces of identity in a broader way? It gives us an opportunity to approach this work from a humanist angle instead of restricting it to a demographic scope. Because every single person benefits from efforts to create a more just and humane society. Additional effort is needed to take a step back and figure out how to connect in a way that will bring everyone along little by little.
When I think of this kind of generational work, I like to use the analogy of running. In 2020 and 2021, we were on a track – fast and flat, and we were trying to get it all done overnight. Today, we’re running up a mountain, and our pace has to match that. We’re not sprinting, we’re running a marathon – we’re in this for the long haul. We have to choose our steps a little more precisely because we don’t want to twist an ankle. We want to hold our ground on everything we’ve gained while understanding that over time we’re sometimes going to be on tracks and sometimes going to be on hills and adjust to that difference. And that’s really the cost – the need to make that adjustment.
I would encourage leaders in other organizations who are faced with these challenges to figure out what your mission is and work toward it. Take a step back, evaluate your culture, and then figure out what fits with that culture. Be intentional in creating small changes that will add up over time. And embrace the fact that this evolution has the potential to expand participation in your organization’s efforts.
The moral of the story is that this work has always been there, and it will be there going forward. The words change but the work is still there, and our intentionality is what counts. It is work that is powered by small acts of compassion, conversation, empathy and accountability. These actions cause a ripple effect like a pebble thrown into a lake. So make the decision to keep throwing those pebbles in. Read a relevant book. Figure out what your mission is as an organization and then decide where you want to make an impact. Be intentional in creating small changes that add up over time. If everyone is throwing small pebbles, imagine how far our ripples will travel.