Three Steps to Workplace Diversity
People bring their own knowledge and skills to an environment, and how they acquire it will differ from you. Diverse backgrounds help bring a new way of thinking, which leads to innovation, creativity and higher levels of productivity. Do a quick Google search and you will see the evidence is overwhelming.
I have had the privilege of being part of a division that started a PMO office. We had a good start, but we needed some fresh project management energy. Our Diversity Division had a program bringing new immigrants to get experience and we got a PM from Nigeria. He was phenomenal and the way he thought was different. Actually, the word is refreshing.
Build the Framework
This framework covers 3 areas, Representation, Inclusion and Belonging. Every organization is different and a framework allows for some flexibility.
Representation
We have a lot of data that tells us about our customers and our organization. Does your company have representation that reflects your customers? If 70% of your customers are from diverse groups, what percentage is your organization? Doesn’t need to be 1:1, but it can’t be 2% either.
First, understand the gaps and then write a plan with outcomes. When putting this together, people representing diverse groups need to be involved. I know it sounds obvious, but a reminder is always good. Don’t forget about the social class (income) when identifying diverse groups.
Here are some key outcomes,
Agreed upon definition of diverse groups,
Explain the benefits of having diversity within the organization,
Open discussions and sharing of stories from staff who are from diverse groups,
Bring in an expert to speak on the topic.
If people in your organization feel there are no diversity issues of any kind, you will have resistance to the program. The sharing of stories and experiences is a way to express reality and help educate everyone. However, all leaders need to buy in and help make the change.
2. Inclusion
Representation is being invited to the party; inclusion is being asked to dance.
How does your organization include people from diverse groups in decision-making? You have key points within your processes where decisions are made. New ideas and a way of thinking will serve you well here.
This group of people need to easily access the same knowledge and information that everyone else has when making a decision. Without easy access, the playing field isn’t level, and you will not get the right results. Just because you have access, don’t assume everyone else does.
Here are some outcomes,
Unconscious biases are brought forward and challenged,
Leaders are accountable for shifting the culture and leading by example,
Performance reviews reference your role to promote diversity,
New staff have experience with shifting a culture.
3. Belonging
You made some progress on representation and inclusion, but when people look up, do they hear voices and see faces that they can relate to? Be mindful of the culture of belonging as it’s a difficult one to change. You cannot control how people feel, but you can put in the effort to show they belong. Belonging cannot be taken lightly so ensure leaders are trained to notice key behaviours.
Some potential outcomes,
There is an increase in cultural events,
People are being hired from diverse groups,
There isn’t a sense of tokenism,
Your leaders become more diverse over time.
Space for Learning
I have to admit, I am super aware of what I say and how I say it now. The problem is we need safe spaces for people that want to understand the right way to interact. For example, if you are looking at someone, and you are curious about their background, where they are from or where their family migrated from, how do you ask? I am born in Canada, but my parents are born in India, I get this one a lot.
People from diverse groups can help educate others. These conversations need to be judgement free. Create opportunities for people to sign up to lead these conversations. It will engage people, build alliances and create a sense of unity. If you don’t have anyone that can lead it, well, then you know you got a problem.
By the way, how do you ask someone where they are from without offending them? I don’t mind the question if it is part of a conversation. However, when someone just walks up and asks, it’s pretty annoying. If you take the time to know someone, your genuine curiosity will shine through.
Final Thoughts
Generations of inaction got us here, it will take time with action to make a difference. The goal isn’t to point out privilege and hold it against people but to understand that progress will happen when we create alliances between all groups. Remember, we don’t bring one group down to bring another group up, including people who are white. It isn’t a zero-sum game.
