The power of a brave question and an honest answer
Huda Yusuf , Early Career R & D Rotation Manager , Medtronic
Jane Clark , Global Head of Product Development , AMS
How can we create safe spaces where we can have honest and impactful conversations about diversity ? The story of how Medtronic ’ s Huda Yusuf and AMS ’ s Jane Clark did just that offers an object lesson for us all .
Like so many good things in life , this is the story that starts with a question . When Huda Yusuf , Early Career R & D Rotation Manager at Medtronic , joined AMS ’ s innovation work stream , she was determined to make the point that innovation and diversity are inextricably linked . For her , diverse workplaces are innovative workplaces ; we also need innovative ways to democratise them . So , in her first conversation with AMS ’ s Global Head of Product Development for Early Careers , Jane Clark , she asked the question : “ Why do black and brown people so often have a hard time at work ?”
In many a work context , that ’ s a direct question that might be considered brave , challenging even . For white , UK-based Clark , having a first meeting with a new client , it could have been one that was hard to field . But , to Clark ’ s credit , she chose the most honest and open response she could give : “ I don ’ t know , but I ’ d like to learn more and offer support where I can .”
It sounds almost comically simple , but that combination of brave question and honest answer was the start of what has become an ongoing dialogue and relationship that has had a positive impact not just on Yusuf and Clark themselves , but on how they operate at work too . “ When Jane showed me that she was prepared to be vulnerable , to say ‘ I hear you , I empathise , I don ’ t know how to help yet , but I want to try ’,” says Yusuf . “ She opened up a safe space where we could start to explore often tricky topics and share our experiences .”
Diverse workplaces are innovative workplaces ; we also need innovative ways to democratise them
To take their dialogue forward , Yusuf suggested that they should both read and discuss a book that had really spoken to her about the experience of black women in corporate America , Minda Harts ’ The Memo . It was one of those life-changing books that made her feel she was not alone in feeling doubt and isolated at work , and she felt it could help Clark to understand that context too – and that it matters .
What they found , as they read and explored the book , is that they had plenty of experiences in common . As a woman from a working-class background , Clark could appreciate that sense of otherness that Yusuf was articulating . “ Our conversations taught us that we had so much in common ,” she says . “ Everything from the unfair pay that women have traditionally experienced to inappropriate comments about our hair .” They have reinforced the sense that diversity is a broad issue that needs everyone on board , that , in Yusuf ’ s words , “ The more commonalities we can find , the easier it ’ ll be to find solutions together ”. Gender sisters and ally men are not just welcome ; they ’ re essential .
Clark readily admits that , for all her good intentions , she ’ s often , in the past , just not known how to harness some of Yusuf ’ s bravery , fighting shy and not wanting to say the wrong things when it comes to difference . Her dialogue with Yusuf has emboldened her to stay curious , to want to learn , even if she might not get it right all of the time . In return , Yusuf has learned the power of vulnerability and sharing , of creating safe spaces where allies might stumble , but are always learning .
So , what have they learned that might be useful to others facing the same diversity challenges ? Here are their top picks :
BE CURIOUS AND OPEN-MINDED
Ask questions ; show that you want to learn ; be honest enough to create those “ spaces of vulnerability ” where dialogue and mutual exploration can flourish .
BE HUMAN
Data has its place in tracking diversity , but it can never be a substitute for some simple humanity . Building relationships , showing kindness and empathy , looking to walk in other people ’ s shoes , will go a long way .
MAKE TIME TO LEARN
It ’ s easy to say “ I ’ m too busy ” to engage with debates around diversity , but it ’ s an investment in time well worth making . Do your homework . Check out the many resources available in books , blogs and online . Be intentional about regional differences . Maybe try some reverse mentoring .
ADOPT A GROWTH MINDSET
Making space for a more diverse range of talent doesn ’ t mean , in Yusuf ’ s words , that “ you ’ re no longer going to get your piece of the pie ”. She exhorts us instead to bake another pie , to draw the circle more widely . Letting others in will only expand our worlds .
BE GENEROUS
Just because we might have had to struggle to break through in our careers , it doesn ’ t mean that we should expect the same sacrifices from the next generation . We can be better , more generous , than that . We hear your pain , pioneers , but our job now is to forge a new path for those who come after us .
RETHINK TALENT
Clark asks the question whether the much-vaunted War for Talent was , in reality , simply a case of not spreading the talent net widely enough . We need to ask ourselves : “ Who is not at the table ? For whom do we need to advocate ?” We need to be innovative when it comes to opening up talent pipelines , to make the most of the full range of talent we have available to us .
Unfairness and inequality are such a distraction . Just think what we could achieve if we were not weighed down with it all
Yusuf and Clark ’ s experience of working through these issues together has made them even more convinced of their responsibility to contribute to more diverse – and , therefore , more innovative – workplaces . Having experienced the power of inclusive and equitable workplaces at Medtronic and AMS , they both feel called to a higher purpose . Clark talks of a sense of stewardship , of leaving the world of work a better , healthier and more productive place than when she first found it . Yusuf agrees : “ I don ’ t want future generations to feel as I felt earlier in my career ; I want to make work better for people who look like me . Unfairness and inequality are such a distraction . Just think what we could achieve if we were not weighed down with it all .”
Huda Yusuf is Early Career R & D Rotation Manager at the medical technology company Medtronic .
Jane Clark is Global Head of Product Development ( Early Careers and Campus ) at AMS .
The Memo by Minda Harts is published in the US by Seal Books and in the UK by Basic Books .