The Optics of Inclusion
Leading with inclusion means starting with inclusive actions in everything you do.
Six women headed into space for a 10-minute journey and there is so much to say about the Blue Origin flight that I didn’t know where to start.
Yes, six women boarded a spacecraft that orbited the earth. Even in this statement, we have to unpack the fact that two of these women are credentialed scientists and four of them are not. Why does that matter? Because this flight was not a scientific research project. It was not an expedition designed by NASA. What it was, was a sales pitch for tourism outside of earth, because apparently, we’ve discovered all there is to know here and have used up all the resources we can.
Frustratingly, the Blue Origin flight has been positioned as the first all-woman flight to space since Valentina Tereshkova in 1963. Tereshkova may not have been an astronaut, but she was an engineer with 18 months of rigorous training before embarking into space. And to compare the two flights is ridiculous. One was a mission to enhance science. The other was a marketing ploy focused on the women’s hair and makeup.
The headlines will have you convinced that this “historic mission” has made a giant leap for women and girls around the world, but they’re missing something vital. This wasn’t about expertise or experience. You didn’t need to have a scientific bone in your body or even a degree of any kind to board this flight. Yet, we’re supposed to believe these women are role models in STEM. Articles discuss Sally Ride, the first American astronaut in space and quote the offensive questions she dealt with from male colleagues and the media. They highlight stats that only 11% of women have made it into space and even few women of color and we’re supposed to jump for joy that two Black women and a Vietnamese woman were included in this Blue Origin "commercial".
Lead With Inclusion
Putting celebrities on a tourism space flight and connecting the fluff of the entertainment industry with the science of space flight is dangerous. There is nothing wrong with space tourism, if that's your thing. But attempting to put Katy Perry and an actual astronaut in the same category does nothing to enhance the credibility of women in science, or women in leadership, or STEM in general.
I believe when you peel back the layers and look outside the performative virtue signaling of the diversity of the women and the perceived breaking of barriers, you’ll see that what we’re looking at is a thinly veiled sales pitch in the disguise of advancement for women. The media portrayal of this flight demonstrates how easy it is to confuse performative behavior and progress. This is your opportunity to raise your awareness of similar behaviors that replicate themselves in your workplace. In what areas have you allowed the glimmer and shine to block your view of authenticity and effectiveness.
Be An Inclusive Leader
I've had a lot of conversations with leaders around the globe and I will never forget one particular conversation with the CEO who asked me if he was expected to fire one of his executive leaders to make room for a woman. Of course, my horrified answer was no. But what his question made me realize was that he misunderstood the goal of diversity, equity and inclusion in his workplace. Firing someone who arguably was experienced and credentialed enough for the role, is not something I would ever recommend. And the fact that his mind went there, tells me a lot. Secondly, assuming that the open position would then need to go to a woman, without actually confirming that said woman had the expertise and knowledge necessary to be successful and effective in that role, is disturbing. Thirdly, what woman would want that role, knowing that somebody was removed to make room for her? She would never have the respect of her colleagues, and such a move is performative and unconscionable.
If you want to be an inclusive leader, you first have to understand what inclusion looks like. Inclusion does not look like an all-male team, an all-female team, an all-queer team or any team devoid of diversity. You also need to understand your purpose. If you are not clear on your goal and expectations, no one else will be either. There is a lot of hate circulating for the women who participated in this flight, and this is not that. I am not focused on the women who participated, I am focused on the purpose of the flight. Was this for entertainment value, to sell elite travel to the 1% who can afford it or was this to encourage young girls in STEM.
The problem is, many of you are unsure. And when that happens, you can never be effective in your goal. How many people look at the decisions that you are making today as a leader and are unsure of your purpose. Have you clarified it? Is it clear to your workforce? And if not, what do you need to do to fix it?
Sometimes, your path forward needs a little tweaking. You haven't forgotten how to lead, variables around you have changed and what you've forgotten to do is adapt. Spend some time re-establishing your values and clarifying your purpose with my Why of DEI course (included for all DEI Champions). Or you could just give me a call or schedule a meeting. I'll be here when you're ready.
About Stacey Gordon:
Stacey Gordon is a Bias Disrupter and an unapologetic evangelist for inclusion. As the Founder of Rework Work, she anchors action using change management principles while facilitating mindset shifts. She is a global keynote speaker, Top Voice on LinkedIn and a popular LinkedIn Learning [IN]structor with nearly two million unique learners enjoying her courses.
Want to work with Stacey live? Consider booking her for your next keynote, leadership development meeting or consulting engagement.