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» VISIT US ONLINE @ DSNEWS.COM 69 that at Freddie Mac, we prioritize diversity and encourage an inclusive environment. To be successful, you need to have the right structure in place. Last year, we transitioned to our newly named Office of Inclusive Engagement (formerly, the Office of Diversity and Inclusion). e office is now organized to apply my team's attraction, development and engagement skills across the various audiences we serve. In our model, the team responsible for attracting diverse employees is also responsible for attracting diverse suppliers. is creates a much more holistic approach to our inclusion efforts and is yielding positive results. Intersectionality refers to how traits vary among gender, race, and other categories, as well as finding where they intersect. is means identifying the fact that each person, no matter were they fit categorically, experiences different forms of discrimination. "Intersectionality recognizes that, although a trait such as gender can be shared, the intersection of that trait with other diversity traits cannot be ignored," Haynes said. "For example, all women's experiences are not the same. A situation may have the same facts, but the experience may be very different for a woman who is white or Asian or differently abled or black or wealthy or uneducated. It is important not to paint a broad brush across any single diversity characteristic." "D&I is about identifying those diversity traits and using those differences to create a better culture," she continued. "In an ideal world, D&I would erase the discrimination referred to in intersectionality." MYTHS AND MISCONCEPTIONS A diverse workplace is more than just a group of people from varying backgrounds. Instead, it should be about celebrating differences, including strengths and weaknesses. Suzy Lindblom, COO for Planet Home Lending, noted that diversity and inclusion practices are not about making everyone the same. "Diversity and inclusion activities are vital to continuing education regarding the differences between genders and how to embrace them," Lindblom said. "It is not about being the same— it is all about recognizing and understanding our differences and learning from each other. Our diversity is what makes us strong." However, one common D&I myth is that it only relates to race and gender. According to Lisa Haynes, this is simply not true. "D&I is a complex issue that involves the totality of a person," Haynes said. "Back in the '90s, two women (Marilyn Loden and Judy Rosener) developed a framework for how to think about dimensions of diversity. ey identified 21 attributes of diversity. at is 21 ways that we can be different from each other— race and gender are only two." Companies such as Freddie Mac are examining ways to leverage the unique differences of various communities to further impact the business by transitioning their employee resource group (ERG) model to a business resource group model. "rough this transition, we will leverage our ERGs to strategically influence business results," Welch said. "Most recently, our PRIDE ERG, targeted to LGBTQ+ employees and allies, and several of our business-line divisions commissioned a first-of-its-kind study to better understand the LGBT housing experience in the U.S." Haynes also noted that, while D&I is often seen as an initiative or a program, it is an ongoing practice, with no real end. "D&I is about changing the culture and creating environments where there are differing views at that table that may be from any one or all of the 21 attributes, with the goal of getting to the best decision, creating the best product, and ultimately benefiting the company in achieving their mission. If there are views not at the table because we believe we've reached an adequate level of diversity, we've missed the boat." Seth Welborn is a contributing writer for DS News. He is a Harding University graduate with a degree in English and a minor in writing, and has studied abroad in Athens, Greece. An East Texas native, he also works part-time as a photographer. "A commitment to inclusion and diversity ignites innovation through diverse perspectives and it strengthens the way we serve our diverse customers. In all these instances, inclusion and diversity enables us to better deliver on our bottom line while executing on our mission of making home possible." —Dominica Groom-Williams, VP of the Office of Inclusive Engagement, Freddie Mac

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