Diversity and Inclusion: Being Seen and Heard

If diversity is having a seat at the table, then inclusion is making you feel welcome by including you in the conversation and giving you a voice to be heard.

 

The cornerstones of any diversity initiative in a company should be visibility, access and opportunity or in other words inclusion. A diverse workforce needs a diverse workplace. It is more than having a Diversity and Inclusion Officer and more than a numbers game. Two ways that we can push diversity to also be inclusive are to start with hiring, and then follow up with support.

 

There is a widespread misconception that companies have to lower their standards to hire minorities, women or other underrepresented groups in the workplace. In addition, companies use terms that negatively label candidates during the hiring process such as cultural fit, diversity hire and sadly parent. Candidates go out of their way to downplay their real selves so that they can fit in. They don’t talk about work-life balance, being a parent or their interests outside of work in the effort to present themselves as just like everyone else.

 

Companies should instead diagnose and then fight this "unconscious bias." Eliminate those common terms such as cultural fit and diversity hire that only add fuel to exclusive hiring practices. Diversify hiring pipelines by cultivating relationships with organizations and outreach programs that promote underrepresented groups. Support and train managers on being neutral in the hiring process because this is where it starts.

 

Organizations have to be careful not to let the burden of fixing diversity and inclusion in the workplace fall onto the shoulders of the underrepresented groups. It is exhausting and unfair. Leaders should be real allies by holding themselves accountable for what happens in organizations. Employee Resource Groups (ERG) are a great way to share the responsibility.

An ERG is a voluntary group that can serve as a resource for employees looking to be successful in a diverse and inclusive workplace. An effective ERG aligns itself with organizational goals and will have executive participation and support. ERGs increase employee engagement and are excellent breeding grounds for future leaders because they are aligned with the mission, values and objectives of the organization.

 

Another great resource for employees are Affinity Groups. Affinity groups are generally formed around common interests or hobbies to which individuals may formally or informally belong. Examples of affinity groups include social groups, hobby clubs or sorority/fraternity organizations. While ERGs typically directly support diversity initiatives in the organization and are made up of individuals with similar demographic characteristics; affinity groups are social outlets giving employees the opportunity to connect with others having the same interests. Both can be equally important in bringing tangible benefits to both the organization and the employees by providing safe places for support.

 

Truly diverse and inclusive game-changing companies are better able to serve their customers, have a higher level of creativity, and better bottom line. These companies that are doing it right realize that talking about it is not enough. There has to be action involved. Beyond hiring diverse talent is fostering an inclusive culture. At the end of the day Diversity and Inclusion is critical and imperative for tomorrow’s trailblazing companies.