Tuesdays are for the Table of Diversity!
Diversity does not equal Race/Ethnicity. Race/Ethnicity is one aspect of diversity, but the two words/concepts are not interchangeable.
Far too often, leaders use Diversity when they really mean Black.
If you mean Race/Ethnicity, then say that! If you mean a specific Race/Ethnicity- Black, Hispanic, Asian, European, etc.- say that!
Here's why!
There was never supposed to be one DEI strategy that applied to everyone because different groups of people need different things to thrive. Folks often say that there's no one-size-fits-all approach then turn around and create a one-size-fits-all approach!
There was supposed to be an HR strategy that individually addressed different groups and intersections of people. There was supposed to be a Marketing strategy that individually addressed different groups and intersections of people. There was supposed to be a Supplier strategy that individually addressed different groups and intersections of people. There was supposed to be a Sales strategy that individually addressed different groups and intersections of people.
This already happens- to an extent. Marketing campaigns have a specific group(s) of people in mind that they are targeting based on demographics. I recently saw a commercial for a fan that blows cool air under the sheets of your bed at night. The commercial started off by showing a person sweating in bed and that let me know I was not who they were targeting with that commercial. The next commercial showed kids taking a daily multivitamin and I immediately added the multivitamin to my shopping list for my kids. They were talking directly to me!
That's the whole purpose of marketing! Marketing campaigns don't speak to everyone and we've generally accepted that.
Same with Sales strategies. How we sell to one group of people will be different from how we sell to another group of people. I recently bought a pair of shoes. I was more interested in their level of comfort and support than their aesthetic. They still needed to be cute, but they couldn't be uncomfortable! The sales person focused on the type of arch support, insoles, and cushion the shoe had and less on how well they fit today's fashion standards. Fashion standards mattered more than comfort years ago, but I'm no longer in the demographic that cares about fashion standards more than comfort. That demographic might be folks who are older, have kids that they are chasing, or have a physical disability. We've generally accepted that with external operations!
But when it comes to internal operations, folks fall back on the one-size-fits-all approach. For example, 'we will increase diverse hiring by posting jobs on diverse job boards' or 'we will increase promotions by having a mentoring program'.
What do you mean by 'diverse'? Do you mean caregivers who need a flexible schedule? Do you mean people with disabilities who may need accommodations? Do you mean women who are often judged for inherently male traits? Do you mean returning citizens who have been incarcerated for over a decade? Do you mean people with only a high school diploma? Do you mean people who are trans? Veterans? People working remotely? People in rural communities?
Do you anticipate finding all this diversity on one type of job board? Do you believe these groups need the same thing to feel like they belong and are treated fairly? Of course not! You won't find all these people in the same place, nor will they need the same thing once they are hired.
How to close the gap:
Identify the groups and intersections where there is a gap.
Prioritize which group(s) to start with. Misconception- you can't do it all at the same time!
Get to the root cause of the gap for that particular group.
Build a specific plan for closing the gap within each function of the organization.
Implement and build measures of success and accountability.
Register for our upcoming event on DEI Standards of Excellence on October 29th!
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