Of all the most talked about current workplace topics, one stands out – somewhat boldly from the crowd. We’ve got, Sustainability, Hybrid Working and Chatbots even Coaching to name but a few. But today, arguably the most prominent, not to mention controversial is Diversity and Inclusion. What can we make of this, or is it just a corporate illusion?
What is it?
As you probably know by now, I’m a stickler for a definition. The Oxford Dictionary defines each as:
- Diversity: the practice or quality of including or involving people from a range of different social and ethnic backgrounds and of different genders, sexual orientations, etc..
- Inclusion: the practice or policy of providing equal access to opportunities and resources for people who might otherwise be excluded or marginalized, such as those who have physical or intellectual disabilities and members of other minority groups.
The explosion of social media in the last 15-20 years has meant people like myself are able to contact others all over the world. Information and opportunity that were once for the few are now available to many.
With it has become greater awareness of new inequalities that exist. That said, as a black man, I can assure you, many of the challenges from the 1980’s and earlier still exist today – just to confirm there was already a cat among the proverbial pigeons.
Today, it seems a very similar trend has arisen out of the complexities of modern life. The rise of the LGBTQ community, more visibility for women and other marginalised folk have led to similar demands. The aim, to ensure an inclusive and diverse environment prevails.
In the Workplace
Many moons ago, in the UK at least, a similar approach was adopted. It was called the Equal Opportunities program. A phrase which I personally still use today. In fact, I’d go so far as to say its a simpler phrase to understand. Ultimately, the purpose is: to ensure that there are equal opportunities for everyone. After all, what is Diversity and Inclusion trying to achieve?
The current discussion seems almost identical to the “Equal Opportunities” effort in the 1980s. In those days it was intended that people from different (mainly) ethnic backgrounds and physical ability/disability were given an equal chance when job vacancies arose. The phrase “We are an Equal Opportunities Employer” followed every job advert.
As with many of these topics, most workplaces have their own interpretation of it. For the most part many organisations sadly, see this as the act of simply giving a job to someone of a particular gender. Without considering whether the position, or even the organisation is attractive to the candidate in any case.
To many, this may indeed therefore seem like an illusion because the concept is either poorly defined, executed and/or just blatant positive discrimination.
On the other hand, there are some organisations who have made great strides in ensuring that fairness prevails. That opportunity is key. Candidates are then empowered to choose which opportunities they take, because they are made aware that it exists.
The genuine engagement of genuine motivation removes any illusion. Motivated staff with an authentic sense of achievement are ultimately more productive.
How is it Achieved?
Fundamentally, there is one important aspect here. A distinction should be made when trying to achieve a diverse and inclusive working environment.
The choice: do we want diversity of opportunity? In which case, the expression from days gone by still holds true. This way, everybody gets a chance and the way you “are” won’t be considered in the outcome. Opportunities are awarded on merit.
Or: do we want diversity of outcome? This method is perhaps preferred by the result-orientated among us. Aiming for a specific “target” of X or Y people to be recruited by Z time. An approach which is potentially as fraught with danger as doing nothing at all.
Another important factor. Those deciding on the approach should actually belong to a disadvantaged group. To this end, the perspective of reality and experience will determine the way forward, rather than saddling the task with an inexperienced and unsuspecting member of staff.
In Summary
There’s no doubt this is a complex topic. As far from an illusion as anything gets. The requirements are very real. The challenges are very real. Conversely, so are the benefits.
Diversity in my opinion, doesn’t have to be a physical statement. We also need diversity in our thinking and ideas. In this way, the full potential of an organisation can be unleashed. Solutions can be found where before there were none. From those who before, were (considered to be) none.
From the Coaching perspective a number of questions come to mind.
- How is Diversity and Inclusion defined within the organisation?
- It’s the organisation’s Leadership and Culture ready for such a step?
- If not, why not and what needs too change?
- What will it look like in reality?
- Diversity of opportunity or diversity of outcome and why?
- Who will lead it?
- What resources are required?
- What specific steps can be taken now?
These are in no specific order. However, what’s clear is that it isn’t as simple as token recruitment, or gestures. Many (some difficult) facts need to be addressed, and this is where a Coaching culture can help.
As the old saying goes: calm waters never a good sailor made. Be brave. You never know until you try.
Until next time,
Your Coach Ben.
