Do Diversity Pledges Actually Work?
Six hundred and fifty C-suite leaders recently signed a pledge to signify their commitment to fostering a more diverse and inclusive workplace. In addition to signing the pledge, online bias training and an immersive tour allows users to experience bias and exclusion in a unique way. The pledge is one of the many efforts that have been executed to foster more equity in the workplace. Diversity and inclusion have become hot buzzwords and there has been growing attention on fostering more inclusive environments for employees. Recent public scandals have put diversity and inclusion into the spotlight and at the forefront of conversations. Having leadership pledge their commitment to more diversity and inclusion is just one piece of the puzzle in an uphill battle, however it is a step in the right direction. Being committed to diversity and inclusion is great, but what happens after the pledges and commitments are made? What are some actionable steps that CEOs and corporate leaders can take to really foster a more equitable workplace for all employees?
1. Focus on inclusion. A scan of the diversity reports from tech giants like Google, Apple and Facebook will reveal that a lot of emphasis has been placed on the numbers. The number of underrepresented groups in leadership positions, and across the entire organization globally. Diversity reports typically assess turnover and retention figures for different groups, but few diversity reports seem to assess the diversity climate and whether employees feel a sense of inclusion. Having diverse representation is great and is absolutely needed, however the missing link that is often neglected, is whether employees feel a sense of belonging. Tools like the Belonging Barometer, Belonging and Inclusion template or a survey tailored to your specific organization can assess the sense of belonging and inclusion that employees feel. Representation matters and is a critical component, but what is your company doing once you attract these diverse professionals to your organization? What steps are you taking to retain these employees? More of an emphasis and focus must be placed on this inclusion piece if leadership is serious about a commitment to diversity and inclusion.
2. Take action. After your company assesses the diversity climate and gains a deeper understanding of employee feelings, what are your next steps and what is done with the data? If you collect data and gain insights on employees’ sense of belonging and inclusion, but don’t do anything with the information, employees may feel less engaged and motivated and this may lead to diversity fatigue. Lack of action will send the message to employees that the company is apathetic about shifting the corporate culture and making real and lasting changes. After an investigation is conducted and leadership is able to assess areas where diversity and inclusion could improve, actions should be taken to improve these areas of weakness. Are employees complaining about disparities in promotions? Unequal pay? Lack of diverse representation? Based on employee feedback, what are you doing to create more of a culture of inclusion?
3. Enlist help from employees. Seeking the council and advice of diversity and inclusion experts and consultants is advantageous and can help to move the needle in your efforts, however, it is important that leadership also allow employees to help craft solutions for creating a more diverse and inclusive workplace. Employees often have a more adequate understanding of the diversity culture. Enlisting the help of employees will allow employees to be more invested in the diversity program and feel more of a sense of responsibility and ownership. Allowing employees to give their input in the creation of diversity and inclusion goals may increase the likelihood of goal attainment and will allow employees to be more invested. Employees are a valuable and often over-looked resource for your diversity and inclusion program.
The growing number of companies that have started to realize the value of diversity and inclusion is promising, however their commitment should be followed by action. Failure to implement an effective program into the workplace can lead to disengaged employees and could jeopardize your company’s reputation. There must be a continued and long-term focus on diversity and inclusion efforts. For effective results, organizations should focus on inclusion, follow climate checks with action and enlist the advice of employees for the best results.