Diversity and Inclusion as a part of Workplace Values
What's the general feeling when you enter a work setting, whether it be a meeting, a group interview, a dinner party, in person on or Zoom, and you're the only one who looks like you? If it's virtual, all of the boxes on the screen fall into a category that you just don't fit into. It's quite an othering experience. I've been there many times. I've learned to manage and generally feel comfortable in those situations, but sometimes I still struggle. Sometimes that scenario is intentional, let's be honest, and other times the company creating that environment doesn't realize the mental hurdles the person battling that feeling of othering may have to overcome simply because of the environment they've been placed in and the historical triggers it ignites.
That's a lot. And it's very easy to say, "Well the people in those roles just happen to be X, and that's who we needed to be on the interview," or "that's just how things have turned out for our company, it's nothing personal." And that may be true, but that means it's time to look back at how you got there. Why is it that the group of people you've decided to hire for the various roles needed to participate in the interview are so homogenous? Why are they the overwhelming majority in this important meeting?
I think it's important to really look beyond the surface. Because looking beyond the surface is the only we get to the root of the problem. I’ve had the opportunity to lead and be a participant in efforts that are doing this tough, but necessary work. The process is never perfect by any stretch of the imagination, but value is created in recognizing and naming where an organization is falling short and being committed to shifting the trajectory through action.
So what are some useful tips for an organization that's ready to embark on this important journey?
Get leadership on board.
This is the starting place. Leadership has to aligned with this cause in order to move it forward in the way it needs and deserves to be moved forward.
Set recruiting priorities and stick to them.
If you set minimum for minority interviews for each position you open, stick to and/or exceed those minimums. If you agree to post all jobs to a diversity-centered job board, do that. Put what you say you're going to do into action, so that your plans don't become empty words on a document.
Track your progress.
Where were you at this time last year? If you're not tracking your progress, you can't determine how far you've come or establish new goalposts.
Invite peers and colleagues to bring their ideas to the table share in the momentum.
This can through an ERG or Working Group, regular town halls, surveying or just through organic conversations. There are so many voices to be heard within organizations, so opening up these opportunities can help generate more ideas and traction.
The bottom line is no action just isn't acceptable.