Reimagining Inclusion With Mita Mallick

On this episode of Redefining Work, I’m joined by Mita Mallick, Author of Reimagine Inclusion: Debunking 13 Myths To Transform Your Workplace, Co-Host of the Brown Table Talk podcast, and head of inclusion, equity, and impact at Carta. We discuss the current state of diversity, equity, and inclusion (DEI), especially in the U.S., and what it means to drive business impact through your DEI strategy.

This year, the Supreme Court struck down affirmative action admissions policies in U.S. universities, and corporate DEI programs could also be at risk. 

Despite the forces working against DEI, including some politicians and state governments, Mita is doubling down on her work as a corporate DEI leader. And while she doesn’t expect the backlash to dissipate, she’s motivated to stand her ground. “I am hopeful and optimistic that the world of work will be different for our children. And that's why I do this work,” Mita says. 

Mita’s work in promoting fair and equitable workplaces is supported by countless workers who are making their voices heard through their employment choices. “People will choose to work where they want. We have a choice,” Mita says. “And if I have a perception that this organization doesn't align with my values, or what I believe in, I will make a different choice.”

Find out why Mita isn’t backing down — and why she wants HR leaders to fight the good fight with her in the podcast below.

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What’s Good for People Is Good for Business

Mita recognizes why HR practitioners are hesitant to invest in DEI given the current legal landscape in the U.S. But not engaging in a DEI strategy can have serious consequences for your talent strategy and business outcomes. 

She encourages HR leaders to reach out to your company’s legal counsel to find a way forward. “I've also had to educate myself and talk to outside counsel and understand what this might mean for my company,” she says.

Businesses have made progress toward better DEI outcomes in the past few years. Stopping that work will erase those gains — and hurt your growth going forward.

“If you back down now, if you decide to dismantle your DEI efforts, if you decide to let your chief diversity officer go, if you decide to cancel your supplier diversity programming, you get rid of your diversity sourcers, diversity recruiters — you will be left behind,” Mita says. 

Mita urges leaders to start with a simple question. “What does inclusion mean? Inclusion means that I feel valued, seen, recognized. My voice matters here, and my work matters here,” she says. “And that is the biggest retention tool we have right now.”

By adding diversity and building inclusive teams where everyone feels valued, you create an environment where employees bring their best selves to work — and deliver better business outcomes. “When I feel included on your team, you have not just unlocked the potential of the company but you've unlocked my potential,” she says. “That's why you hired me.”

DEI Is a Pillar of Great Business Strategy

Engaging in DEI efforts isn’t virtue-signaling. It’s an intentional decision calculated to drive your business forward. But you have to measure your impact.

“The biggest thing you can do to help your diversity, equity and inclusion efforts is make them measurable. Make them accountable,” Mita says. At the same time, build DEI into every aspect of your organization — succession planning, sponsorship, hiring, how you market your products or services. 

“Build an inclusion ecosystem … and make sure that there are goals along the way and embed them into the business — because inclusion is a driver of the business,” Mita says. “And if you don't believe that, I believe you will be left behind in the next five to 10 years.”

DEI Work Challenges Our Assumptions

Business moves quickly, and leaders can’t afford to stand still. Approaching work through the lens of DEI challenges us to continuously question the status quo, which prompts better ideas and outcomes.

“A lot of what we should be doing more in our workplaces is challenging with open questions,” Mita says. One area where this manifests is labeling underrepresented groups unfairly based on a few hires or even one. 

“If you have never met anyone who is of Indian descent or South Asian descent, and I am the first person you've ever worked with, that's a really high bar for me,” Mita says. “Because if I fail at this role, or for whatever reason it doesn't work out and I leave, I always ask, ‘Would you be more or less reluctant to hire another woman of color?’”

Thinking deeply about long-held assumptions and beliefs is one of the first steps to uncovering bias and making work better for everyone. The time is now for leaders to step up, Mita says. “Even if HR is doing the right thing and setting guidelines and principles, it comes down to me as a leader,” she says. “And so how do I interrupt my bias and make sure I always say, ‘It's not HR’s job to understand or see if your team is being paid fairly and equitably. It's your job.’”

People in This Episode

Mita Mallick: LinkedIn, X (Twitter), Brown Table Talk podcast, “Reimagine Inclusion: Debunking 13 Myths to Transform Your Workplace”

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