Discovering Our "Y" in Diversity & Inclusion: A Personal Call to Action for HR Practitioners

By: LyKinda Thibodeaux

As HR practitioners, we carry the unique responsibility—and privilege—of shaping workplaces where every individual has the opportunity to belong, thrive, and succeed. For me, diversity and inclusion (D&I) are not just organizational goals; they are personal commitments that define how I approach my work and, ultimately, my purpose as an HR professional.

At the heart of this commitment lies my "Y"—my personal reason for championing D&I. Your "Y" is what fuels your passion, shapes your actions, and drives your efforts to create equitable spaces.

For me, my "Y" stems from a basic core belief taught to me by Girl Scout troop 419 leader at 10 years old. After being bullied at school because I tested into a gifted program (twice – I had to retake it because they said I cheated. The 2nd score was higher than the 1st!) for being black AND smart I cried, hid in a closet and tried to dumb myself down by answering questions incorrectly. Mrs. Barbara Greer and her husband Dr. Charles Greer sat me down and told me, “NO ONE has the right to tell you where you belong. YOU belong where you choose.” At 10 I was completely unaware that was my introductory crash course into D&I. You can check the stats now on gifted programs and diversity just for fun…let me know what you find.

Why Our "Ys" Matter

When our personal motivations intersect with our professional roles, diversity and inclusion become more than just policies—they become catalysts for lasting change. By sharing our stories and taking deliberate action, we can inspire not just our teams, but entire organizations, to embrace a culture of belonging.

Transforming Our "Ys" into Impact as HR Practitioners

Knowing your "Y" can transform D&I work into a mission deeply rooted in personal purpose. Here’s how we, as HR professionals, can align our motivations with practical applications:

Recruitment:

Let your "Y" guide equitable hiring practices by creating inclusive job descriptions and reducing bias in interviews.

Advocate for diverse hiring panels and explore blind recruitment techniques to level the playing field.

Employee Development:

Infuse your "Y" into mentorship and sponsorship programs, empowering underrepresented groups to excel.

Develop and implement training initiatives that address systemic barriers, fostering opportunities for everyone.

Workplace Culture:

Use your "Y" to champion employee resource groups, feedback loops, and policies that amplify marginalized voices.

Model inclusive behaviors and encourage leadership to do the same.

Engaging Fellow HR Practitioners: Reflect, Collaborate, Act

Let’s inspire our colleagues to discover and connect with their own "Ys." Here are some ways we can make it happen:

1. Share Your Story

Reflect on a single moment in your career where your "Y" made an impact. Share it with your team to inspire others.

2. Facilitate Reflection

In your next team meeting or workshop, encourage your colleagues to identify their own "Ys", jot them down and discuss how these can shape D&I efforts.

3. Challenge Bias Daily

Make it a personal goal to address biases and assumptions in every interaction—whether it's during a hiring discussion or a casual conversation.

4. Collaborate for Greater Impact

Align the individual "Ys" of your HR team to create a shared mission for driving D&I in your organization. Together, we can build unstoppable momentum.

So, what’s your "Y"? I challenge you to take one impactful step this week, rooted in your personal commitment to D&I. Together, let’s create workplaces where every individual feels valued, heard, and empowered.