“As an environmental scientist, being in the diversity and inclusion (D&I) space has brought me to the inevitable realisation that D&I is as vital and important as air, sunshine and water to survive, and thrive,” explains Othalene Lawrence.
As the environmental scientist and Senior Diversity and STEM Programme Lead at the Office of Energy Efficiency and Renewable Energy (EERE) at Washington DC’s Department of Energy (DOE), her work focuses on recruitment, outreach, employee engagement, workforce sustainability and STEM. “It’s not an easy ride,” points out Lawrence. “The D&I field has its challenges. That’s why building allies, garnishing support from fellow D&I professionals, and sharing your stories and experiences are key for success. The diverse collective is far more powerful than working from an isolated and exclusionary position.” Here she outlines why, and shares her formula for D&I success.
FAIR PLAY TALKS: What attracted you to the D&I profession?
OTHALENE LAWRENCE: Washington DC’s DOE hired me as the first female African-American environmental scientist in the role of Compliance Officer for the National Environmental Policy Act (NEPA). As such, I developed the first formal NEPA programme for DOE headquarters. In response to a reorganisation, I was reassigned to develop and manage the D&I initiatives for EERE. As a direct descendant of an original Buffalo Soldier, growing up in Texas during the onset of the civil rights movement, this assignment was an easy transition. As a diversity lead, I was able to readily draw from my personal experiences to passionately promote the principles of D&I, thus, creating a culture of dignity and respect in the workplace.
FAIR PLAY TALKS: Can you provide a brief history of the D&I roles you have worked in up until now?
OTHALENE LAWRENCE: While serving in the D&I space, I created the first formal Diversity, Equity, Inclusion and Belonging Strategic Implementation plan, significantly increased the selection and placement of a widely diverse intern pool, created a useful quick reference D&I Toolkit, participated in numerous panels, and was recognised on the cover of DyNAMC Diversity Magazine as a leader for a changing world. In addition, I have influenced the branding of recognising all EERE employees through our internal online newsletter and marketing materials.
FAIR PLAY TALKS: What are your aspirations in your current role?
OTHALENE LAWRENCE: In my current role, I have obtained certification as a Diversity Professional and Trainer, and am completing my certification as a Diversity Executive. My long-term aspirations are to utilise my D&I experience, skills and influence in promoting energy efficient and renewable energy technologies, and sustainability, in underrepresented regions, as well as obtain a doctoral degree in International Affairs.
FAIR PLAY TALKS: What’s the most rewarding part of your role?
OTHALENE LAWRENCE: The most rewarding part of my role is being able to utilise creative approaches in helping others understand D&I, helping people see things differently, stretch their imagination, connect with others to help them find their voice, and collaborating as a team to encourage and promote positive change and habits.
FAIR PLAY TALKS: In your opinion, how vital is the D&I role within organisations today?
OTHALENE LAWRENCE: As an environmental scientist, being in the D&I space has brought me to the inevitable realisation that D&I is as vital and important as air, sunshine and water to survive and thrive. Diversity helps organisations prosper, and make a positive lasting imprint in our communities, region and world. There is a tremendous benefit from seeing things from another person’s perspective, experience and position. The diverse collective is far more powerful than working from an isolated and exclusionary position.
FAIR PLAY TALKS: What steps are you taking to move the wellbeing/D&I agenda up in your organisation?
OTHALENE LAWRENCE: Education and training alone will not make a lasting impact. However, active engagement, open discussions and initiatives that cause individuals and groups to examine, inquire, learn and challenge themselves goes a long way. D&I requires commitment, action and accountability.
FAIR PLAY TALKS: What are the top challenges you face as a D&I professional?
OTHALENE LAWRENCE: The most challenging aspects of my job are dispelling misconceptions about what D&I is and involves, and having people take responsibility for their unconscious biases by helping illustrate the root cause of their biases, in order to move forward in a productive and positive manner.
FAIR PLAY TALKS: What aspects of diversity is your organisation focusing on the right now and why?
OTHALENE LAWRENCE: In this moment, our organisation is focusing on improving our Federal Employee Viewpoint Survey scores, attracting diverse and talented employees, and creating a culture where people want to stay and contribute. Our programme offices are also very interested in increasing R&D, funding, and other opportunities to access a wide and diverse pool of resources, such as universities, communities and small businesses.
FAIR PLAY TALKS: Are organisations doing enough to become more ‘inclusive’ and create that sense of ‘belonging’ for all employees?
OTHALENE LAWRENCE: There is always room for growth and improvement. Some very basic approaches to ensuring inclusivity and belonging is to support and encourage your employees. Provide equitable advancement and career development opportunities. Be genuine in your approach and methods, and practice what you report. Employees can easily see if you are genuine based on consistent actions and follow through. If your mission statement raves about D&I and how employees are supported, then it should be obvious and easily observed across the corporate structure and processes.
FAIR PLAY TALKS: What initiatives are you working on to create more inclusion?
OTHALENE LAWRENCE: We are creating a space for open discussion in creative ways to engage underrepresented groups and minority serving institutions in order to increase access to funding and opportunities. In addition, we are looking at some quick fixes such as providing guidance on how to celebrate personal condolences and congratulations, and acknowledgement amongst employees to help ensure our approach to these situations are equitable.
FAIR PLAY TALKS: What advice do you have for others aspiring to work in the wellbeing/D&I field?
OTHALENE LAWRENCE: This field has its challenges and is not an easy ride. You must be committed, persistent and willing to think of creative and alternative ways to achieve your designated goals. Build allies, garnish support from fellow D&I professionals, network and share your stories, experiences and successes.
FAIR PLAY TALKS: What advice do you have for organisations who are just at the beginning of their wellbeing/D&I journey?
OTHALENE LAWRENCE: It is important to learn the language, connect with established D&I professionals, and learn the culture and priorities of the organisation that you serve. There is no one size fits all approach. Therefore, you will need to explore, analyse and assess what is important to your organisation and the people that comprise it. Then you can build a viable D&I programme that brings value to your organisation and answers the ‘mail’.
FAIR PLAY TALKS: For those already on this journey, which data/metrics, if any, should they work on to help them achieve the results they seek from wellbeing/D&I investment?
OTHALENE LAWRENCE: It is important to look beyond basic demographics. You need to include all appropriate data, such as exit interview responses, focus group feedback, corporate surveys, grass roots feedback and include a D&I specific survey to really see what employees want, need and expect.
FAIR PLAY TALKS: What advice do you have for D&I executives/organisations, who are struggling to achieve and move the agenda from conversation into action that drives desirable results?
OTHALENE LAWRENCE: It is vital to listen. Too much time lapses from not being willing to listen and learn from others. Being able to see things from another person’s perspective is empowering and creates a space of understanding that helps facilitate change. Having and encouraging different perspectives encourages creativity, innovation and effective collaboration.
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