Diversity efforts are failing employees of color. Here’s a better approach to building a more equitable workplace.
Companies are desperate for diversity help and many of them are rushing to hire people of color in the wake of the racial protests. More than 64% of CEOs say they support dismantling power and privilege to end racial injustice. Nevertheless, what are they really buying? Many DEI experts are making a lot of money speaking training on unconscious bias and diversity. When companies hire consultants to do training, they want to be told they are doing the right thing. The big question is, are leaders seeking change or a way not to be wrong?
Talking about change is much easier than changing. Unconscious bias is the buzzword of the day and the focus of many DEI initiatives; however, these one-off diversity-training programs are not effective in improving bias in the workplace. Most diversity experts will tell you what is happing now does not work. A checklist approach to diversity is not a recipe for change, but it does make corporate leaders feel good and high-paid consultants are prospering.
DEI initiatives are largely reactions due to employees and the public's outcry over the injustice in the country; companies feel pressured to make a change. Most companies find it hard to transform themselves under pressure. Those in charge simply grasp at straws to show forward motion. They tend toward quick fixes; managers must show results, so they set agendas, conduct meetings, and outline metrics usually with no real goal or support to succeed.
In difficult circumstances, companies do not make use of proven tactics for implementing change. DEI initiatives implemented under fire are doomed to fail. The real reason for DEI initiatives is to improve the corporate culture, by seeking people of different gender, race, and age because of their unique skills and experiences. The goal of a successful diversity program should be to develop a balanced workforce mix. Bring in views and talents that will improve the work culture, product, and service offerings.
When the C-suite executives are not involved in these program efforts, commonly there is no budget or accountability connected. It is rare to find a CEO that genuinely cares and takes the project seriously. Pushing the responsibility onto a DEI director is bad news. Hiring people who have no authority to make change is waste of time and money; when these directors start asking tough questions and trying to make real moves things get difficult. Moreover, no one wants to be a token hire. The bottom line is old paradigms do not work.
Success depends on whether C-suite executives and the entire team buy into the change and are willing to do the arduous work. The executives who use proven DEI tactics will see significant improvements in their chances of success, and generally, will see a performance and financial advantage. Change is hard and it takes time, and it'll take a long time to straighten out the racial mess this country is in. These are cultural issues, and it may take a generation to see equality. However, experts say companies that understand diversity and inclusion and are willing to do it right will be the most successful.
Promoting diversity, equity, and inclusion in the workplace is not only the right thing for businesses to do, but it is the smart thing to do. However, many organizations find it challenging to get started or effectively implement DEI initiatives in their workplaces. DaMar can help.
DaMar Staffing Solutions of Indianapolis is a full-service, contingency-based recruitment firm, focused on administrative and professional staffing for all industries. There are many staffing agencies, but you want a staffing agency that will work for you. With over 20 years of experience, DaMar Staffing Solutions has built a reputation for providing quality service, top-notch professionals, and flexible recruiting solutions for Indiana companies.