Are diversity, inclusivity and equity core business strategies for your business or organization?
Many leaders believe they have taken adequate steps to correct or avoid inequalities in the workplace with policies, promotion, and training. And some have. But all too often I hear from employees who experience some form of exclusion or inequity, from lack of promotion to outright bullying.
Being excluded at work is not fun. Even in times when most people are working remotely, being left out can intensify a sense of alienation, which impacts our happiness and performance. This is even more critical for small businesses: according to a 2019 survey, 52% of small businesses report labor quality as their biggest challenge.
Imagine, then, the impact when co-workers and leaders ignore an ongoing problem. What if the exclusion(s) were due to your ethnicity, gender, or sexual orientation? How do you address diversity, equity and inclusion problems in your organization?
Social psychologist and researcher Robert Livingston, author of “The Conversation: How Seeking and Speaking the Truth About Racism Can Radically Transform Individuals and Organizations,” (Random House 2021) writes in the September-October 2020 issue of Harvard Business Review that the real challenge is not figuring out what to do, it’s our willingness. We’re able, but unwilling. But I believe it’s a bit of both.
The Problem with Trickle-Up Diversity
The concept that diversity will trickle up to the C-level suites is fundamentally flawed.
According to research conducted between September and November 2019 by Mercer, an HR consulting company that works with the US Census Bureau, Caucasians fill 64% of entry level positions and 85% of top executive positions, demonstrating a promotion and equity gap. “The representation of people of color (both men and women) decreases incrementally as career levels rise.” Let’s Get Real About Equality (2020, p 22.)
To be sure, a diverse and inclusive culture is critical to attract, retain, and engage employees, as well as clients. It helps to improve efficiencies, innovation, and productivity. Inclusive cultures foster stronger work performance and customer relationships. Without equity and inclusion, diversity falls short. According to new research published by Columbia Business School, people need a sense of belonging.
Given today’s challenges with an ongoing pandemic, and a polarizing political climate, is this even possible?
The biggest obstacle to hope and change is cynicism and apathy. Don’t let that happen in your organization. We can do better, and better is better.
We need to become aware of the problems, analyze the root-cause(s), practice empathy, and sometimes, make hard choices to the point of sacrifice. But in the long run, when we invest our time and effort in real strategies that work, the return on investment is worth it.
What do you think? When it comes to diversity, inclusivity and equity, what is your business strategy? I’d love to hear from you. I can be reached here, on LinkedIn, or give me a call: 561-582-6060.
