Are You Complicit? 

Members of our CEO Roundtable recently heard from Zain Raj, Chairman and Chief Executive Officer of Shapiro+Raj, a market research and insights company, as we discussed the issues and challenges critical to implementing sustainable, inclusive cultures in corporate America. 

He described two of the requirements of a successful journey towards DE&I leadership—humility and vulnerability.

“It's okay to not have all the answers,” Zain said. “It's also okay to ask people to help you find the answers.”

He’s absolutely right. In working to disrupt bias and upend inequitable systems, you have to be willing to make mistakes, embrace uncertainty and ask for advice. As Zain says, it is “easy on the sidelines,” where systemic inequities aren’t questioned and too many comply with the status quo. 

There are many times in the past year and a half that I have talked to leaders as we’ve all looked for answers to the best way to address the issues of race in business, within their own companies and ecosystems. Time after time, I’ve said there isn’t a magic bullet to this work. You have to be comfortable with being uncomfortable.  These systemic issues didn’t happen overnight and they will not be solved overnight.

But it starts at the top, with great leaders who are intentional. They lead by setting the example, they aren’t complicit with mindsets and practices that allow unfair treatment and exclusionary tactics, and they inspire their organizations to leverage diversity, equity and inclusion.  

We can implement solutions that build an inclusive culture in which everyone feels supported and contributes to better performance. Chicago United regularly talks about and supports these solutions in our programming.  

So, again, I ask… are you complicit, or are you a leader who inspires those you influence to truly advocate for inclusion?  I am hopeful because we are seeing more leaders, like Zain, rise to the top.