On the surface, Diversity and Inclusion seem simple. Treat everyone equally regardless of cultural, racial, sexual, or mobility differences. Because you haven’t walked in their shoes, you may not know what would make them feel marginalized.

I encountered a blind couple at a function recently. As I observe them, my curiosity starts to grow. I want to help them yet feel unsure whether I should. Thoughts start running through my head – Do they need help? Will that make them feel called out? Will it make them feel that they do not belong, that they are a burden, that I have no faith in their ability?

I turn to them and say, “hello.” Soon, someone places a plate of food in front of them, and one of them asks me, “what is on this plate?” As she touches and points to grapes, vegetables, and crackers on her plate, I offer a simple explanation. She thanks me, and soon we are engrossed in conversation about the true nature of the event and the challenges of her condition.

As we part ways, the couple makes their way out of the room and to the elevator. I admire their independence and come away with a deep respect for their journey. A little kindness, empathy, and curiosity go a long way.

At an individual level, you have great opportunities. Setting policies and procedures at a corporate level can get a bit trickier. Smaller companies can address individual issues. Larger companies often hire a manager, conduct training, and set policies to educate the entire workforce on the subject of diversity and inclusion. Consider this discussion among managers in the DEI space: Racism is Bad for Business.