Diversity & Representation: Unmasking the True Spirit of Inclusion

Spooky season is upon us, which means there is no better time to take a look at the shadow lurking beneath the surface of diversity, equity and inclusion within our organizations. While we’ve made great strides toward incorporating DEI practices within our credit unions and take pride in celebrating diversity as a core foundational principle of our movement, the truth is that it’s only one piece of puzzle. You see, diversity may be the structure – the skeleton, if you will – of inclusion, but representation is the spirit that brings it to life.

The Difference Between Diversity and Representation

If both diversity and representation are necessary to fulfill true inclusion, what’s the difference between them?

Put simply, diversity refers to gathering individuals with different thoughts, experiences and perspectives, whether that is through the lens of race, gender, sexual orientation, religion, etc. However, representation allows those individuals and their collective backgrounds to be seen and heard, giving credence to their unique points of view in a way that adds value to the organization.

Bringing the Structure & Spirit Together

As we continue to embed the practice of diversity into our credit unions, it’s imperative to be intentional in representing those diverse individuals so that they can make their impact on the credit union. How can we bring those together?

• Give power to every voice. Employees of all titles, skills and tenures should have the chance to participate in some aspect of decision-making using their diverse experiences as a guide. You never know where bright ideas may be hiding!
• Blend belonging into your company culture. Tokenism is often mistaken for representation, but showing that there are diverse ideas doesn’t mean you’re implementing diverse ideas. Through mentorship programs, clubs/groups and inclusive policies, people can find where their niche within the organization and build connections that develop their sense of psychological safety and belonging.
• Think big. In an effort to practice what you preach, incorporate representation beyond just your staff. Think bigger to make sure representation is embodied in your leadership, partnerships and potentially even vendors. Your members want to see themselves in your institution at all levels.
• Make it a topic of conversation. DEI and representation are never a once-and-done effort. You have to maintain the pulse within your institution by keeping the conversation alive through feedback sessions, continued education and awareness training. Ask questions, have dialogue and keep representation a front-and-center priority.

Diversity is being invited to the Halloween party, but inclusion – powered by representation – is being asked to join in for the Thriller dance. When you put the two together, your credit union can experience the epitome of DEI, where collaboration and creativity shine. At this time of year, as we enjoy costumes, candy and spooky festivities, let’s take a moment to unmask the true spirit of inclusion in our credit unions.

Melanie Lambie is Vizo Financial’s senior human resources generalist. She has over 15 years of experience in human resources and maintains several certifications, including her Certified Plan Sponsor Professional status from the Plan Sponsor Council of America (PSCA), Professional in Human Resources certification from the HR Certification Institute (HRCI) and Certified Professional designation from the Society for Human Resources Management (SHRM). In May of 2022, she completed the National Credit Union Foundations’ Development Education (DE) program, earning her a Credit Union Development Educator (CUDE) designation.