Diversity and inclusion efforts in the corporate environment are here to stay. Just last year, Fortune reported 75% of companies in the tech space are sharing their diversity numbers, revealing their gaps to help address the challenge. And with 175 executives joining forces to create the CEO Action for Diversity and Inclusion group last June, it's clear executives around the world are prioritizing a more diverse and inclusive workplace.
But while these efforts sound great on paper, it's tempting for the average employee to roll their eyes with skepticism. Are these companies really putting their money where their mouth is? Is all the hype and effort to make people feel comfortable in the workplace worth it? Is the corporate world simply getting too politically correct?
While these are valid questions, there is data showing why a diverse and inclusive workforce is beneficial for companies and their employees alike.
It's good for the bottom line.
McKinsey and Co. reported in Diversity Matters that “companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry means.” If that isn’t convincing, then perhaps considering that “teams outperform individual decision makers 66% of the time, and decision making improves as team diversity increases” (Thanks, Erik Larson & Cloverpop). What does decision making impact? Almost everything.
Employees feel empowered.
A Deloitte survey found, “Eighty-three percent of millennials are actively engaged when they believe their organization fosters an inclusive culture, compared to only 60% of millennials who are actively engaged when their organization does not foster an inclusive culture.” When reviewing the analysis, you’ll find that employees who work in an inclusive culture report higher authenticity at work. Ultimately, employees who feel they can be themselves at work feel empowered to contribute to the business.
It attracts business and new employees.
In Glassdoor’s 2014 survey, “65% of active and passive job seekers say that when they’re evaluating companies and job offers, it is important to them that the company has a diverse workforce.” That means that without a diverse workforce, you’re likely missing out on top talent. When employees of different backgrounds/mindsets can come together, each feeling empowered, other people and businesses will want to work with you too.
Okay, so let's say you're convinced. You want to do your part to promote diversity and inclusion in your workplace. Where do you start?
Not everyone has to chair their company's Diversity & Inclusion committee, but there are small things we can all do to make sure people feel accepted and heard on a daily basis:
1) Make an effort to listen.
The next time an idea is up for discussion in a meeting, really listen to what others have to say. It's tempting to start formulating a response to a question before someone else has finished their thought. Resist this urge! When you respond without acknowledging the person before you, it can be perceived as a subtle personal slight. Not only that, but you might miss out on some great ideas!
Active listening can not only help others feel welcome, but it may just improve your performance as well.
2) Assume good intent.
Not everyone is out to sabotage your path to a promotion. Business can get competitive, but that doesn't mean it's a zero sum game. Chances are your colleagues want the same things you do, so give them the benefit of the doubt when they offer ideas or suggestions.
One other note - everyone is dealing with personal issues in their lives, no matter their race or background. Lending a friendly ear to someone expressing anxiety or discontent at work might be just what they need to get through a difficult time. Keep this in mind when a colleague is acting prickly during a meeting, or sends a curt email reply. Rather than responding impulsively, let them know you hear their perspective, and offer to meet in person to learn more.
3) Keep an open mind.
This may be hard to admit, but we don't have all the answers (I know I certainly don't). Acknowledge this by opening up to what others have to say. If someone disagrees with your thoughts, refrain from words like “I disagree with you” as this can be taken personally. Consider words that show you understand the perspective and share your insights calmly and professionally. For example, you might respond by saying: “Have you considered this perspective?” Or “Perhaps we can look at it from a different angle.” And if you disagree with what is being offered you might say: “Can you provide me with more information to help me understand your suggestion?”
4) Seek out alternative viewpoints.
The next time you or your team is set to make a big decision, reach outside the regular cast of characters to gather feedback. This will help you in the decision making process, boost others’ confidence, and bring out the best outcome, making it a true collaborative process.
5) Do fun activities together.
Yes, doing fun activities in groups does in fact bring people together! Go for group runs, yoga classes, or bikes rides with your team. Start a company soccer team. Try an art, cooking, or improv class. Get out of the “Escape Room” together. Team bonding encourages others to get to know one another as people and not just co-workers while supporting all of the above actions.
Diversity and Inclusion may seem like a scary subject - however, it all boils down to people. We are all people and sticking to the Platinum Rule of “treat others how they like to be treated” can help address inclusion in the workplace.
This post is meant to spark conversations around diversity and inclusion - I don’t know everything on this subject. It’d be wonderful if you contribute to the conversation and comment on ways you can lead and support diversity and inclusion.
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