Diversity hiring has become a hot topic lately. With several companies being pushed into the limelight for either doing a great job of diversifying their workforce, or doing it incredibly poorly, it's become a major discussion point for most recruiting teams across all industries. Something I've personally noticed in various conversations is the lack of clarity and understanding of what the word "diversity" really correlates to.
The word diversity essentially boils down to: "a variety of different things". When we think about diversity in the workplace, it can be reduced to identifying factors such as ethnicity, gender identity, religious beliefs, nationalities, veteran status, disabilities, and many other under represented groups that typically fall into a protected EEO category. What many businesses fail to keep in mind is that checking a box is not enough. Without first focusing on creating and nurturing an inclusive environment where there is a high degree of psychological safety, authenticity, and equality amongst employees, we are only checking a box and can easily unknowingly create a divisive workplace.
For a number of organizations, optics are what push diversity hiring, not perspective. This is important to note. When optics are the focus, rather than the perspectives and experiences people bring into an organization, there is a lot of room left to interpretation on what diversity really means. It also leaves an open door for potential lawsuits when qualified candidates are avoided because they're not from an obviously identifiable under-represented population. Military veterans, gender identities, sexual preferences, and people living with disabilities are a few examples of how diversity is often invisible. It's easy to associate diversity with a difference in appearances, but let's not lose sight of why diversity is important in the first place. The value comes from a variety of different thoughts, experiences, and perspectives that are contributed to each another's overall understanding of the world around us. These qualities can be linked to innovation, which is where the true value lies for businesses.
Diversity of thought provides incredibly valuable dimensions in a work environment. Ultimately, every single one of us has our own unique perspective, which is based on our experiences and how we've processed everything around us. Our perspectives shape our realities and our experiences help shape our overall views, which play a huge role in how we work together and approach solving problems.
Although diversity hiring is typically done with the best of intentions, it can end up having a negative affect when the intentions are not genuine. Ultimately, there needs to be an inclusive environment before there can ever be a focus on diversity in any kind of sustainable way. Hiring for inclusive traits (e.g. self-awareness, curiosity, empathy, perspective) ensures an environment where everyone can be authentic and feel accepted. If the focus is on optics, the culture can quickly become divisive and counter productive.
For instance, focusing entirely on hiring women to ensure there is a 50/50 ratio of men to women sounds like a good idea in theory. But in reality, it invites the potential of avoiding interviewing and considering qualified men for the same jobs. This isn't only discrimination (not to mention illegal), but it also leaves room for discrimination against people of other under represented groups. It's vital for us to be mindful of the repercussions of these unconscious biases and narrow approaches to diversity hiring so we don't inadvertently discriminate on our way to avoiding discrimination. Ironic, isn't it?
Being aware is the first step to reminding ourselves and each other of the foundational importance of diversity: thoughts, perspective, and experiences over optics. Once we understand the reasons behind the decisions we make, the more equipped we'll be to build an inclusive and diverse work environment.
**This post is reflective of my personal views and does not necessarily reflect that of my current of past employers**
"I believe Diversity was an old, old wooden ship." - Ron Burgandy, Anchorman
The word diversity essentially boils down to: "a variety of different things". When we think about diversity in the workplace, it can be reduced to identifying factors such as ethnicity, gender identity, religious beliefs, nationalities, veteran status, disabilities, and many other under represented groups that typically fall into a protected EEO category. What many businesses fail to keep in mind is that checking a box is not enough. Without first focusing on creating and nurturing an inclusive environment where there is a high degree of psychological safety, authenticity, and equality amongst employees, we are only checking a box and can easily unknowingly create a divisive workplace.
For a number of organizations, optics are what push diversity hiring, not perspective. This is important to note. When optics are the focus, rather than the perspectives and experiences people bring into an organization, there is a lot of room left to interpretation on what diversity really means. It also leaves an open door for potential lawsuits when qualified candidates are avoided because they're not from an obviously identifiable under-represented population. Military veterans, gender identities, sexual preferences, and people living with disabilities are a few examples of how diversity is often invisible. It's easy to associate diversity with a difference in appearances, but let's not lose sight of why diversity is important in the first place. The value comes from a variety of different thoughts, experiences, and perspectives that are contributed to each another's overall understanding of the world around us. These qualities can be linked to innovation, which is where the true value lies for businesses.
Diversity of thought provides incredibly valuable dimensions in a work environment. Ultimately, every single one of us has our own unique perspective, which is based on our experiences and how we've processed everything around us. Our perspectives shape our realities and our experiences help shape our overall views, which play a huge role in how we work together and approach solving problems.
Although diversity hiring is typically done with the best of intentions, it can end up having a negative affect when the intentions are not genuine. Ultimately, there needs to be an inclusive environment before there can ever be a focus on diversity in any kind of sustainable way. Hiring for inclusive traits (e.g. self-awareness, curiosity, empathy, perspective) ensures an environment where everyone can be authentic and feel accepted. If the focus is on optics, the culture can quickly become divisive and counter productive.
For instance, focusing entirely on hiring women to ensure there is a 50/50 ratio of men to women sounds like a good idea in theory. But in reality, it invites the potential of avoiding interviewing and considering qualified men for the same jobs. This isn't only discrimination (not to mention illegal), but it also leaves room for discrimination against people of other under represented groups. It's vital for us to be mindful of the repercussions of these unconscious biases and narrow approaches to diversity hiring so we don't inadvertently discriminate on our way to avoiding discrimination. Ironic, isn't it?
Being aware is the first step to reminding ourselves and each other of the foundational importance of diversity: thoughts, perspective, and experiences over optics. Once we understand the reasons behind the decisions we make, the more equipped we'll be to build an inclusive and diverse work environment.
**This post is reflective of my personal views and does not necessarily reflect that of my current of past employers**
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