The Power of Diversity, Equity, and Inclusion: A Conversation with James Curbeam |Unparalleled Episode 008
Diversity, equity, and inclusion (DEI) have emerged as critical topics in today’s corporate landscape. This is why we’re ecstatic to have James Curbeam, Director of Enterprise Risk Management at Morgan State University, as a guest for today’s podcast episode. James has been a lifelong advocate of DEI. On top of his long list of accomplishments, he previously served as Executive Vice President of Diversity and Inclusion for the Nevada RIMS Chapter.
James will be discussing the importance of DEI, how companies can do DEI right by creating inclusive work environments, and barriers to DEI advancement in the risk industry.
Embracing the importance of diversity, equity, and inclusion (DEI)
Throughout the episode, James spends a considerable amount of time highlighting the significance of DEI from his perspective as a person of color who has witnessed inequities in the industry.
“It’s important as a person of color because I’ve seen inequities in the industry. I’ve been in the industry for over 30 years. I get all of the Google alerts of the comings, goings, and promotions in the industry. And I rarely see someone that looks like me getting some of the opportunities that I see others getting. And it begs to question why.” — James Curbeam
James went on to emphasize that DEI is about more than racial diversity—it includes recognizing and valuing all forms of diversity.
“DEI is more than just a black-and-white thing. A lot of times people try to narrow it down to those two dynamics, and it’s a lot more than that.” — James Curbeam
By embracing DEI, organizations can tap into the power of different perspectives and experiences.
Creating an inclusive work environment
DEI is not merely about headcounts or diversity statistics. To James, it is simply a means to make individuals feel comfortable in their work environment.
James uses the analogy of a party where inclusivity means not only being invited but also feeling valued and included in various aspects while attending the party. The diversity piece of the party analogy is inviting different types of people to the event. The equity piece is playing different kinds of music and having many types of food at the party, so people can enjoy it and feel included instead of simply having them sit in the corner and be an observer at the party.
Organizations should strive to create an environment where employees can bring their whole selves to work without the need to suppress their differences.
“It is just a way to include everyone. It’s not any sort of affirmative action. It’s not filling quotas. It’s a way to have people feel comfortable in themselves in their work environment.” — James Curbeam
DEI is not just an item to check off on a list
James is not shy in critiquing superficial approaches to DEI. He makes his dissatisfaction clear for organizations that treat DEI as a mere checkbox item or a formal requirement.
In his eyes, merely bringing in experts periodically to deliver the same message won’t drive real progress. To make a meaningful impact and drive REAL progress, organizations need to move beyond superficial gestures and embrace DEI as an ongoing, genuine commitment. It needs to be a part of the company’s DNA. If the organization’s commitment to DEI is fake, people will be able to recognize it instantly. An organization needs to embody DEI and make it an utmost priority.
“There are organizations that just do it as a checkbox item every year or every quarter or twice a year, or however often they have to do it. They bring in the professional person to tell people the same thing they’ve heard every year over and over again. I think people try to make it too complicated. I don’t think it’s really a complicated process. It’s about being kind and being nice.” — James Curbeam
Fostering a work culture that encourages open dialogue
Building a culture of trust and safety is paramount for successful DEI initiatives. Organizations cannot effectively promote and implement DEI initiatives without safety and trust. Employees need to feel safe to express themselves, share their opinions, and have open conversations without fear of judgment or reprisal.
In many organizations and even in the larger society, people are so afraid to talk about how they truly feel and express their opinions because of the fear of getting crucified. This is problematic since it’s hard to understand other people’s perspectives without having an open dialogue. When someone has a different opinion, James suggests coming to a sort of understanding instead of immediately crucifying the person for their opinion. He goes on to suggest delving deeper by asking questions to get a clearer picture of where the person is coming from.
“The problem is we have a very litigious society, and people are scared to give feedback. People are scared to give honest opinions.” — James Curbeam
Commitment to DEI
One way an organization can show its genuine commitment to DEI is by allocating the appropriate resources to support it. It’s not enough to have a token diversity program or occasional training sessions. To truly make progress, organizations must invest appropriate resources to support DEI initiatives.
DEI should be integrated into the organization’s DNA and consistently prioritized. By allocating resources to DEI initiatives, organizations are showing that DEI is an important priority. Efforts to improve DEI should be consistent over a long period of time rather than a one-time effort.
“We’ve been talking about DEI for a while now. I’ve been in the industry for over 30 years, and it looks a little bit better, but not much better. We talk about DEI every time we have some big incident and put a little more focus on it, and then it kind of fades away again. But when are we going to have it as part of the DNA of our society, as this is the right thing to do? We shouldn’t have to talk about it constantly to get people to do the right thing.” — James Curbeam
Treat people the way they want to be treated
Last but not least, James Curbeam left us an extra piece of golden nugget: to treat people the way they want to be treated. Many people grew up hearing of the “Golden Rule,” where we treat people the way we want to be treated. However, in today’s society, that no longer works. Instead, we need to ask people how they want to be treated and then treat them how they want to be treated.
Diversity, equity, and inclusion are not buzzwords; they are fundamental to fostering innovation, employee satisfaction, and organizational success. By recognizing the importance of DEI, creating an inclusive environment, cultivating open dialogue, and allocating resources, organizations can build a workplace that values and celebrates diversity. Let’s strive for a future where DEI is not just a checkbox item but an ingrained part of our corporate culture!