Creating Authentic Workplace Diversity

Over the summer, racial inequalities and injustice were brought to the forefront of our consciousness. We were forced to recognize that the policies and systems that were previously put in place to create increased diversity and racial equity have failed to bring the systemic change that was sought. The challenge that leaders of organizations are faced with today is how to move forward with real action that will improve diversity and inclusion, ultimately leading to equity across all groups of people.

Awareness

First, we must admit the problem exists. Recent research conducted by the Society for Human Resource Management (SHRM) through its “Journey to Equity and Inclusion” study reveals that 49% of Black professionals feel discriminated at work, while only 13% of white professionals agree that racial discrimination exists. Further, 68% of Black employees feel their organization is not doing enough to provide opportunities to minorities compared to just 38% of white employees who agree. 

An organization’s first challenge is to ensure that there is a shared context around racial and other forms of inequities. It is difficult to solve an issue if most people feel that there is not an issue to be solved.

Recognizing that bias is normal and a natural behavior in all humans will demystify the issue of unconscious bias. Humans instinctively categorize the world around them, including people. Therefore, we must become aware of our unconscious filters to create new processes and systems that will help remove racial and gender bias from day-to-day decisions in the workplace.

Process

The process to bring about increased diversity, inclusion and equity in the workplace begins with hiring. Ensuring everyone, regardless of race, gender, age and worldview have equal opportunities is step one to garnering a system anchored in equality. Start by reviewing your hiring process to evaluate where unconscious biases may be prevalent.

The hiring process must include the identification of specific characteristics and competencies needed for each role. Build a structured assessment process that includes behavior-based interview questions. Chart the competencies of candidates and evaluate how these competencies will lead to successful performance. Create a feedback loop with the hiring team where each member offers an evaluation based on constructive characteristics and not simply likability or “culture fit.” While every organization’s hiring process will be different, taking the actionable steps of evaluating your firm’s existing process and finding ways to remove inherent bias will lead to greater diversity across the company.

Investment

Without investment, there can be no return. For too long, workplaces have offered a great deal of rhetoric about diversity and inclusion without creating any tangible action. Checking boxes to ensure your firm’s workforce includes underrepresented minorities is no longer enough. To create real results and ensure our workforces are authentically diverse, we must invest in time, money and resources.

Training programs that teach employees about unconscious bias are an excellent place to start. Learning what unconscious bias looks like and how to facilitate a discussion about it will uncover systemic challenges within an organization. According to SHRM, 38% of all employees do not feel comfortable talking about diversity, particularly racial diversity, in the workplace. Education can help those who do not feel safe in a discussion learn how to express themselves honestly while respecting others. 

Investing in technology can aid in uncovering bias in the workplace. Advances in HR tech include AI programs that will recognize behavior patterns that may alert a hiring manager to a bias previously unknown. Organizations can further show their commitment to diversity by hiring qualified talent to manage their diversity training and technology.

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