Temple Alumna Rashonda Harris Explains the Importance of DEI and How Others Can Help Lead the Change

Can you tell us about your path at Temple?

I got my human resource management BBA in 2012 with a minor in information systems and an HR people first certificate. I took a year off and then started my MBA at the Fox School of Business. I was recruited to work at Emory University in Atlanta, Georgia, so I relocated there with my family while finishing the program. While attending Temple, I was also a wife and mother, so I couldn’t join as many extracurriculars as I wanted. But I’m happy to say, as an alumna, I’ve given back and stayed active with the Temple community. I’m currently a board member of the Temple University Black Alumni Association. It’s extremely rewarding, and I’m proud to be Temple Made.

What did you do after graduation?

I built a portfolio of projects as a research administrator and DEI champion and became an adjunct faculty member for the research administration master’s program at Johns Hopkins University. Research administration is the administrative support of scientific research. We make sure researchers get awards to study everything from mathematics and engineering to disease and illness, and the awards are spent in compliance with the sponsors’ expectations. 

For those who don’t know, what does “diversity, equity and inclusion” mean?

DEI is about creating safe and inviting spaces for everyone and respecting each other for our individuality and unique, valuable contributions. Equity is equality, in a manner that allows everyone to succeed. For example, if we are 5'5" and can’t reach something, but someone 6'2" can, that’s not equitable. We would need a stool to level the playing field to bring opportunities to everyone. Inclusivity means actively being included. Take this analogy: Equity is being invited to the dance, but inclusion is being asked to dance. I take that further by adding belonging, which means making sure I feel like I belong, so I’m comfortable enough to dance, i.e., playing a song I can relate to.

What are some basic steps to achieving DEI or “making sure everyone can dance”?

There’s not one broad stroke for everyone. Each place must be assessed to understand its culture. First, look at your demographics. Is it predominantly one thing? Do you see trends or patterns within it? For example, research administrators used to be called research administrative assistants. It was seen as a woman’s job, so it was mostly women, and most were minorities. But leadership comprised predominantly whites, and executive leadership comprised only males. We want to see equal roles or opportunities. It will never be exactly level, but if you see one demographic trend, you must assess why and what needs to change.

Firstly, we need to ensure there aren’t requirements that exclude people. One of the most basic steps is finding ways to de-identify. Many people do not want to list their nationality or ethnicity because people are often grouped into buckets that they may not fit. Not listing or requiring those demographic categories may give you more diversity because more people feel they can be who they are rather than a checkbox.

Another way is to make sure you are inviting others from broader pathways. Are you diverse in where you’re recruiting? Are you running ads where different underrepresented groups can find them, so they feel invited?

Additionally, make sure your staff understands the importance of pronouns and respects the diversity of how people identify themselves so that people can feel welcome. It’s about training, education and awareness.

What are the long-term consequences if companies ignore DEI?

Those who ignore DEI will see poor retention and recruitment and a change in their reputation. One of the DEI trends I’m constantly seeing is the younger generations’ effects on the workforce. In five years, the workforce will predominantly be Gen X, Gen Z and Millennials, and the younger generations will not stand for nondiverse work environments. They want to see justice and equality for everyone and pick their employers and favorite brands with this in mind. If you have poor DEI and do not adjust your views and approach, you will be left in the past.

Some people misunderstand DEI and view it as anti-white when it’s not; it’s allyship. Allyship is using your privilege to help others who are less privileged. Some are shocked to hear this, but it’s often challenging for minorities to get the same opportunity as white people. There’s a video that explains this; teens lined up for a race, but beforehand, they are asked to take a step forward if they had a tutor, a college fund, went to a private school, etc. When they were finished, most minority kids were in the back, but the white kids had a head start. This demonstrates why there is importance for DEI and allyship. Unfortunately, the United States is based in systemic racism. The systems are made in favor of whites because that’s how they were structured. The only way that you can change that is to deconstruct it by intentionally putting out initiatives to level the playing field.

What advice do you have for future allies and DEI advocates who aren’t sure where to start?

Whenever you see the need, ask how you can help. Never assume what people need. Ask what the needs are, and then see how you can accommodate them. If I notice someone is hungry, I won’t assume they want steak; I will ask what they want to eat.