I'm an HR professional of 25 years. These 3 signs prove your company is taking DEI seriously.

• Dawn Arvelo started her HR and benefits-administration career 25 years ago.
• Despite her work experience, she felt insecure when she first entered the profession.
• Arvelo says environments where DEI was taken seriously helped her excel in her career.

When I started my career in human resources and benefits administration 25 years ago, I was most excited that I landed a full-time job with great benefits. I joined the workforce young. I never thought I was smart enough for college, at least compared to my classmates. I also didn't think I could afford it and was too embarrassed to ask questions about things that other people seemed to naturally know the answers to, like how to get financial aid and scholarships.

After spending many years in the workforce, I was fortunate to have one of my former managers, who I consider my first mentor, notice my work ethic, customer-service skills, and desire to learn. When she left to work at a new organization, she invited me to apply for an entry-level position at that company. I got the job, but I was very insecure because most of my peers were college graduates.

I remember dreading conversations and networking opportunities because I feared the inevitable "where did you go to school" question. After 15 years, I moved on to another organization, where I also excelled. It took me a while to embrace the fact that as a Hispanic woman who entered the workforce without a college degree, I brought a unique point of view and important insights to the workplace. But once I gained the confidence that I lacked, the professional possibilities were endless.

As an HR manager, I've grown to trust my experience and ability to collaborate with others and support my team, thanks to environments where diversity, equity, and inclusion are more than words. During my career, I've learned there are three main elements in work environments that made me feel comfortable and helped me grow: transparent leadership, authenticity, and mentorship.

1. Transparent leadership

During my career, transparent leaders who laid out clear expectations helped me understand and work on areas where I need improvement. I felt respected and valued when my managers made a concerted effort to do the hard work of giving feedback even when it was critical or difficult to hear. This feedback has helped me gain access to many opportunities.

In one case, I applied for a more senior role at a company where I worked. The department vice president told me it was important to her that members of her team have postsecondary degrees.

Instead of passing me over, this person told me about continuing-education opportunities the company offered, including a generous tuition-reimbursement program, and she offered to help me select the right courses and allowed flexible scheduling so I could take classes. This encouraged me to pursue my bachelor's degree at 40 years old and finish within three years as class salutatorian.

2. Authenticity

When authenticity is accepted and celebrated, it provides a sense of security to employees and allows them to learn from each other outside the constraints of given roles and job functions. It can help build trust and a sense of camaraderie.

One moment that comes to mind happened during my first month at a new organization during the COVID lockdowns. We were working remotely, and upon joining a conference call with some new colleagues, a sweet voice said, "Yay, another curly-haired person." The person who said that had red, curly locks and a smile that made me feel like I made the right decision to take a job at the company.

Hair in the workplace can be a fraught issue for some of us. My colleague didn't know I'd lost sleep over the decision to use a photo with my natural curly hair instead of one in which I had blown-out, flat-ironed hair that's often considered more "professional." I was apprehensive about the first impression my curls would make. Her willingness to greet me that way told me a lot about the company culture and indicated everyone was welcomed and celebrated.

3. Mentorship and network opportunities

Mentorship and networking opportunities have been vital to my career growth — particularly by joining employee resource groups, also known as affinity groups. Take a moment and think about the last time you saw someone wearing fan gear of your favorite sports team or artist. That's how it feels when diversity is highlighted in the workplace.

I met people in ERGs who gave me the courage to "do it afraid," a mantra I adopted from one of Joyce Meyer's devotionals. That means I participated in networking and mentorship opportunities even though I was uncomfortable, and ultimately stepped up to lead the Hispanic ERG. Being part of the group made me feel comfortable enough to get out of my own way.

Initially, the thought of networking and mentorship made me feel inadequate compared to others. But I've learned tools to help me articulate the skills I bring to the workplace, and I've been able to forge relationships and learn from others.

It's important for organizations to embrace diversity, equity, and inclusiveness

These experiences have even inspired me to enroll in graduate school and begin sharing what I've learned with others. I've benefited from mentorships and have been able to contribute to the companies I've worked for by becoming a mentor myself. The biggest flex is when you've stepped up and filled a gap, and you can see the impact you've had and watch the circle of support continue.