Leveraging Your Sphere of Influence for Equity 

In the journey towards fostering equity, understanding and effectively utilizing our sphere of influence can be a transformative tool. This concept involves recognizing the areas where we have the power to effect change, understanding our roles within these areas, and taking strategic actions to promote equity. 

It is critical to know how to expand and leverage your sphere of influence, understand the roles of agitator, orchestrator, and innovator, and take practical steps to drive meaningful change. 

What is the Sphere of Influence? 

The sphere of influence refers to the areas within which an individual has the capacity to affect change. It encompasses the various circles of control and impact we hold in our personal and professional lives. This sphere is not static; it evolves with our experiences, relationships, and the roles we assume. In the DEI work, the sphere of influence includes personal actions, the ability to advocate and inspire others, and the recognition of systemic barriers that need addressing. 

The Sphere of Influence consists of three layers: 

1. Things We Can Control: 

These are the aspects of our lives where we have direct power. This includes our actions, decisions, and behavior. This includes how you treat others, the language you use, and the choices you make daily that reflect your commitment to equity and inclusion. For instance, consistently using inclusive language and addressing microaggressions immediately can set a positive example and create a more inclusive environment. 

Practical Steps: 

• Educate Yourself: Continuously learn about different identities and experiences to better understand the nuances of DEI. 

• Reflect on Biases: Regularly examine and challenge your own biases and assumptions. 

• Model Inclusive Behavior: Demonstrate behaviors that promote inclusion, such as listening actively and respecting diverse perspectives.

2. Things We Can Influence: 

Beyond personal actions, your sphere of influence expands as you engage others. This involves advocating for inclusive practices and policies within your organization and inspiring colleagues to join the DEI effort. For instance, if you notice that the hiring policy and practice is resulting in homogeneous teams and lack of diversity. Advocate for Change with the leadership team. Emphasize the importance of diversity and inclusion, not just as a moral imperative but as a strategic advantage. Propose the formation of an Inclusive Hiring Committee dedicated to reviewing and improving hiring practices. 

Practical Steps: 

• Mentor and Support: Advocate for underrepresented colleagues and provide mentorship and support. 

• Facilitate Discussions: Organize and lead discussions or workshops on DEI topics. 

• Drive Policy Change: Work with leadership to develop and implement policies that promote equity and inclusion. 

3. Things Outside of Our Control or Influence: 

While personal actions and advocacy are crucial, it’s equally important to recognize the systemic barriers that limit your sphere of influence. These barriers can be particularly daunting for individuals from historically marginalized groups, whose spheres of control are often constrained by institutional inequities and discrimination. 

Systemic issues require collective action and policy changes that go beyond individual efforts. Understanding your limitations means acknowledging these barriers and working to dismantle them, thereby expanding the sphere of control and influence for marginalized individuals. 

Practical Steps: 

• Collaborate for Change: Partner with other organizations or groups to advocate for systemic changes. 

• Use Your Privilege: If you hold a position of privilege, use it to amplify marginalized voices and push for institutional reforms. 

• Promote Equity Audits: Encourage your organization to conduct equity audits to identify and address systemic barriers.

The Role of Identity in Shaping Influence 

It's important to recognize that the sphere of influence looks different for each person and is shaped by many factors, including our identities. For individuals with historically marginalized identities, systemic barriers can limit their sphere of control and influence, while those with more accumulated advantages may find it easier to effect change. Addressing these systemic barriers is crucial to expanding the influence of marginalized individuals. 

Practical Steps: 

• Listen and Learn: Pay attention to the experiences of marginalized individuals and learn from their perspectives. 

• Advocate for Equity: Push for changes that reduce systemic barriers and promote equity. 

• Foster Inclusivity: Create spaces where everyone feels valued and heard, regardless of their background. 

Practical Steps for Leveraging Your Sphere of Influence 

• Self-Education: Continuously educate yourself on DEI issues and best practices. 

• Mentorship: Mentor others and support their DEI efforts. 

• Policy Advocacy: Advocate for inclusive policies within your organization. 

• Collaborative Efforts: Work with others to address systemic issues and promote equity. 

• Reflect and Adapt: Regularly reflect on your actions and adapt your strategies to be more inclusive and effective. 

Leveraging our sphere of influence is crucial to advance diversity, equity, and inclusion in our personal and professional spheres. Whether as an agitator, orchestrator, or innovator, our individual efforts can contribute to creating a more equitable world when we collaborate with individuals of other roles.