The Data Behind Belonging at Work

I came to the United States at the age of 16. No family, just me. People tell me I am brave for doing that but at the time, I didn’t think much of it. I think when you are younger, you don’t have as much fear, and it causes you to approach things differently. I reflect on this often when I’m faced with challenges.

When I got to the U.S., I realized that my identity was changed for me. I felt like the same Meisha-ann, but now I was being told that I was Black. I remember being in class at my HBCU and saying I wasn’t African-American. You could hear a pin drop. I explained that I was from Jamaica and I was not even American. But that’s what people see when they look at you was the response. I found that odd. I recall feeling like my identity was no longer my own, it was something that was perceived and decided on by others.

This introduction to the United States sparked my intellectual curiosity. At home, I was Jamaican. Now, I’m Black and potentially African-American. What does this all mean? I quickly learned that outcomes in this land of opportunity are not exactly equal. I started my journey as a diversity researcher way back then as an undergraduate. My HBCU experience was a safe cocoon for my newfound Blackness, despite the old White lady that clutched her purse when I entered the elevator in the Hecht’s store. I will admit, it took several years of study, research and personal experiences to fully understand the overt and subtle implications of being Black in America. But once, I did, I was determined to be part of the solution.

As my career progressed, I was fortunate enough to be part of companies who allowed me to contribute in this space. I didn’t have an official title but I was doing the work anyway. I decided that my specific contribution would be to use data and analytics to highlight inequities and champion process changes that would close the gap. I started looking at differences in engagement for men vs. women and for each racial/ethnic group separately. I added questions to an engagement survey and did analysis that showed that LGBTQIA+ employees were much more engaged than the average employee if they felt like they could display a picture of their partner and their family at work. I redesigned a hiring process so that it would be easier to get a chance if you didn’t already know somebody. I expanded my work to include different types of roles. I spent a lot of time in breakrooms talking to hourly employees to make sure they understood our survey process and felt like they could trust it. OK, I played dominos in these break rooms too. I felt like I was making a difference.

And then 2020 happened. Dual pandemics. Medical and Racial. I spent some time reflecting on what I wanted to do next. I wanted to feel less helpless and do more of the work I had become so passionate about. I decided that the world is currently a sucky place, especially for some and I wanted to help change that. I wanted to inspire others to want to change that. I wanted to change and disrupt the world of work so that that everyone belongs. Because the dignity of work is universal and everyone deserves the joy that comes with knowing they are doing something meaningful in a place where they really belong. I wanted to do something.

And now here I am. The universe delivered in a mighty way. My team and I get to work with clients and use data to show them exactly how to create that place for people and how by doing that, businesses thrive. We also get to spread the word to the world through papers, presentations and webinars and on social media. I couldn’t be happier. Everybody knows what it feels like to have a bad day at work. Some of us even know what it feels like to have these bad days back-to-back for months or years. It takes a toll on our mental health, our relationships, and our entire outlook on life. Our platform is empowering people to recognize one another in the workplace. It enables them to thank each other, give feedback, and even celebrate the most special moments that happen outside of the office. We’re helping people feel seen for their contributions at work and even more fundamentally for who they are as people.

Our products have a way of dissecting how people are collaborating and becoming connected by how they are being recognized. This means if people are being left out, we can show it so that it can be fixed. Powerful stuff. People who recognize each other and celebrate human moments are more likely to be engaged, stay with the company, and have a better employee experience. This is where the rubber meets the road when it comes to diversity, inclusion, and, most importantly, belonging.

As if the work itself wasn’t gratifying enough - I’m also blessed with an incredibly talented team. My people are so smart. And, they’re all smart in entirely different ways. We’re this fabulous quilt of unique talent that just works. Our different backgrounds and areas of expertise mean that we have a lot to pull from. Diversity of thought. See what I did there? I am not ashamed to say I take full advantage. Though I am capable of making an executive decision, I’m smart enough to take full advantage of the intellectual powerhouse that is my team. Workhuman has created a culture where I can bring my whole, authentic self to the workplace, be celebrated for that and experience my full potential by working with others who are also bringing their whole authentic selves to work.

As a society, we’ve made some great strides in diversity and inclusion – but there is still so much more work to be done. It involves doing the heavy lifting and finding opportunities to help our team members thrive. It means having tough conversations and finding opportunities to improve. I’m grateful to be part of the Workhuman team, and to share in their mission of making the workplace more human.

As we move forward, we need to have the tough conversations. It isn’t enough anymore to simply put out a D&I company statement, post a black square on a company social channel, or report on our employee demographics once a year. We’ve got to do the tough, meaningful work behind the scenes. We need to back it up and hold ourselves accountable for creating a workplace that is inclusive, and where our people can thrive. This work isn’t always easy, but it’s always worth it.