The Invisible Side of DEI
What comes to mind when you think of DEI? Is it race and culture, age and gender? Of course, it’s all of those things…but it’s also so much more.
The truth is that diversity, equity and inclusion has a visible side, where all the things we mentioned before are apparent. But the other side is, often times, more inconspicuous and harder to identify without a greater understanding. It’s called invisible diversity, and it plays just as much of a role in credit union DEI as visible diversity.
Visible vs. Invisible Diversity
The concept of visible diversity versus invisible diversity comes down to the difference in characteristics that are observable at first glance and those that are not.
Invisible diversity encompasses less obvious aspects of one’s identity, such as sexual orientation, neurodiversity, religious beliefs, disabilities, socioeconomic background, military service, etc. While these traits aren’t outwardly discernable, they are just as meaningful to us as diverse individuals as the traits we can immediately see.
Types of Invisible Diversity
It’s easy to overlook invisible types of diversity, especially if we don’t know what we’re looking for. But it’s important to recognize these aspects as well because they play a critical role in fostering true inclusion within our teams and communities. Let’s take a look at some different types of invisible diversity:
Sexual Orientation
Sexual orientation refers to a person’s preference in romantic partners. While some people readily share this information about themselves, others don’t. In recent years, more light has been shed on the LGBTQ+ community to celebrate these differences. From a credit union perspective, organizations like CU Pride have emerged to help the movement embrace this type of diversity among our credit union colleagues.
Neurodiversity
This type of diversity is often a tricky one to identify, as it refers to differences in how our brains process information, which isn’t always apparent. Examples of neurodiversity include autism, ADHD, dyslexia and other cognitive variances. While there is often a stigma associated with neurodiversity and workplace acceptance, individuals who identify with this type of diversity tend to bring an alternative perspective that can lead to greater creativity, pattern recognition and non-traditional strategies for problem solving.
Mental Disabilities and Chronic Health Conditions
Disabilities can straddle the line between visible and invisible diversity. Some are obvious physical ailments while some are silent, with no perceived physical traits. “Quiet” disabilities can include mental health conditions such as anxiety or depression that can significantly impact an individual’s daily life. And mental health conditions are on the rise, with more than one in five Americans suffering from these issues, according to the National Institute of Mental Health. In addition, chronic illnesses and disabilities are also increasing. We’re seeing higher occurrences of health challenges like diabetes, chronic pain, autoimmune disorders and more. These disabilities, although they may not be seen, are affecting more people than ever before, creating the need for greater understanding of the similar but unique health issues many people face.
Religious Beliefs
Just as cultures and ethnicities provide diversity in our world, so do religious beliefs. From Christianity to Islam, Buddhism to Judaism, religion is a powerful factor in people’s belief systems, influencing how they act, the morals and values they hold and the traditions they embrace. Here at Vizo Financial, we recognize and encourage the practice of diverse religions, ensuring inclusive holiday celebrations and belief systems for all.
Socioeconomic Background
The resources we have at our disposal play a large role in our life experiences, so it’s no surprise that economic status and level of access provide a diverse perspective for all individuals. They can shape our opportunities, worldview and values. Although some people have advantages others may not, recognizing this type of invisible diversity allows us to be fairer and more equitable in our credit unions.
Military Service
Serving in the military and being a veteran is a unique experience for just a small portion of the population. It provides skills like discipline and strength but can also shape a person through trauma and loss. For many, veteran status is a vital piece of their identity, giving great power to this type of invisible diversity. Furthermore, we as credit unions can take lessons from the military, which serves as the most diverse workplace in the country.
Make the Invisible Visible with DEI
Understanding both visible and invisible dimensions of DEI is vital for credit unions aiming to cultivate authentic inclusion. While visible traits can influence first impressions and speak directly to representing who we are, invisible traits shape our individual life experiences. By acknowledging both, your institution can better tailor your DEI outreach, employee support and member experience for all walks of life, creating an environment that speaks to our eighth cooperative principle and allows everyone to feel seen, heard, valued and empowered.
DEI isn’t just about what meets the eye – it’s about accepting people for everything they are, inside and out.
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.