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As the impact of coronavirus has disrupted lives and businesses, we face the possibility of entering a depression. Along with this, the recent series of violent acts of racism that led to nationwide civil unrest have resulted in confusion and chaos.
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Historically, some have said that initiatives focused on Diversity, Equity, Inclusion and Belonging are evergreen issues that can be placed on the back burner until a less urgent time.
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I am a big believer that everyone has been struggling with diversity and inclusion. We hear about diversity and inclusion all the time; it’s everywhere. It's in the news; it's in the companies that we go to; it’s everywhere, whether we know it or not.
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Ensuring workplace diversity isn’t just the right thing to do – it’s good for your bottom line. Companies with a diverse workforce are seen as a more desirable employer, outperform their competitors and achieve greater profits.
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In the U.S., women make up about 47% of the labor force, yet they are often under-represented in the leadership ranks of organizations, a situation commonly referred to as the “glass ceiling.”
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The number of concerns continues to grow: Those retaining their jobs are dealing with the layoffs of friends, sometimes experiencing “survivor guilt” and the tumultuousness that comes from evolving job descriptions.
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This is precisely where I find people have the biggest misconceptions about the work of diversity and inclusion (D&I). Many well-meaning people think they can watch a TedTalk, show up to a seminar, or read a book and that’s the work.
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Communication is key to fixing things quickly—and we hold ourselves accountable through feedback loops. Especially during a time of uncertainty, it’s critical to hear from everybody; not just the employees who are vocal.
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A study by Kantar shows employees who are part of an ethnic minority often face daily struggles, with 13% feeling excluded at work and 11% saying they are treated differently in the workplace due to their ethnicity.
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