Diversity is a buzzword that gets thrown around in numerous circles with little care to what it actually means. Most initial thoughts surrounding the idea of diversity revolve around a conversation about race. In this context when we say race we are referring to policies like affirmative action, non-discrimination clauses, and other equal opportunity laws. The troubling part is that for many the conversation stops there. For many the conversation stops at the topic of race or a the fact that the existence of policies designed to show that "diversity matters".
There are a few ways that diversity effects us in the business world, some positively, and some negatively. In a recent Harvard Business Review article, researchers found that inclusive policies rarely created more inclusive work environments and, in fact, had some negative impacts. This is not to say that only people who are white can have prejudice. All people can be prejudice and be adversely impacted. (If you want to understand more I recommend looking up terms like privilege, power, and racism. You can learn more about how prejudice affects people of different races differently.) Diversity does, however, foster things like creativity, innovation, and business growth.
Where do these negative impacts from diversity come from? According to an article in the Harvard Business Review, they come from white employees with an expectation of being undervalued or discriminated against at places that vocally support diversity. These employees feel threatened in the workplace due to a perception that a person of color will receive greater recognition for the same work based on their identity. However this feeling is one that a person of color, or any other minority group, feels about a member of the dominant group. In addition, the same research used to discover the aforementioned conclusions also ascertained that people of minority groups seldom felt these policies tempered acts of discrimination.
This fact provides a troubling view of the reality in the workplace. Neither side of this situation feels invested in these policies and, as a result, real change is hampered on several levels. Some of this resistance can be overcome with special attention paid to how these messages are communicated to employees. Taking special care to make sure that the message does not belittle or devalue those who may be in the privileged group is a great start to these conversations. This conversation must also be sure to address the actual concerns of those in the group experiencing discrimination. Executives and managers must be willing to engage in those difficult conversations knowing that it is challenging for all parties involved. They must also go one step further and acknowledge why it is challenging, that will help grasp the picture more fully. Organizations should strive to be inclusive organizations instead of organizations with inclusive policies.
Inclusive organizations benefit from increased growth due to creativity and innovation. There is a link to the increased capacity for creativity and innovation, a diverse group of employees that feel valued in the workplace. In these situations, you are able to capitalize on the rich variety of backgrounds and experiences of your employees. The truly inclusive organization needs to ensure their employees has a sophisticated understanding of inter-cultural communications. One aspect of creativity and innovation is the cross-pollination that occurs from sharing ideas. Employees are not willing to share ideas in environments where they do not feel that they can trust their co-workers. However, once this trust is established the company will benefit from the synergistic resonance of creativity, innovation, and the passions of their employees.
Diversity in the workplace is a multi-faceted issue that can be uncomfortable to talk about. It is, however, extremely important for us all to be educated about the larger implications that stem from a lack of it in the work environment. The actions we take now to better our understanding of the nuances related to all aspects of diversity, not just in relation to race and gender, the more equipped we will be as we enter the thralls of management.
Articles Referenced:
https://hbr.org/2016/01/diversity-policies-dont-help-women-or-minorities-and-they-make-white-men-feel-threatened
http://www.hbs.edu/faculty/Publication%20Files/09-130_025221b6-e35a-49d0-affb-6466a4a008ac.pdf
http://www.mckinsey.com/insights/organization/is_there_a_payoff_from_top-team_diversity
http://images.forbes.com/forbesinsights/StudyPDFs/Innovation_Through_Diversity.pdf
http://www.forbes.com/sites/ekaterinawalter/2014/01/14/reaping-the-benefits-of-diversity-for-modern-business-innovation/#7c032b86476e
