Diversity Done Right

3Will vs. Skill

Putting Skill into Perspective

There are multiple overlapping pieces in this puzzling phenomenon I refer to as “Will vs. Skill.” In this chapter, I will explore several scenarios in which this dichotomy is demonstrated. Each scenario speaks to the misconceptions, challenges, and pathways to advancing DEI within organizations by looking closely at the role of an individual's skill alongside other motivating factors.

To begin, I will share my observations on the individuals who are leading DEI functions. Many have the will but not the skill. Additionally, the capacity to have impact within the organization is often limited by the absence of resources and sponsorship.

A second scenario is one where individuals with strong technical skills are promoted into people management and leadership roles. They have specific skills that do not necessarily translate into their newly acquired positions, and which can deter efforts to create an inclusive work environment.

A third phenomenon I've noticed is the rigidity or bias inherent in the criteria used to evaluate someone's skill level and their potential to advance, particularly for people of color. I have experienced and observed that the openness to look at alternative indicators of prior success are limited to what falls within the scope of “organizational norms.”

Next, I will explore Intent vs. Impact at both the individual and organizational levels. There is often a will to do the right thing, but blind spots often ...