Five Common Myths About Diversity In The Workplace

As a Black woman who works in an often male-dominated industry, I think my perspective on diversity is both well-informed and worth hearing. Now, personally, I look forward to the day when that disclaimer is totally unnecessary; when unification on the topic far outweighs any division that persists; when we all care much less about being right and much more about what is right; and when everyone’s opinion holds an equal amount of weight.

Today is not that day. Today, I've found that the visceral understanding of how diversity affects businesses still belongs disproportionately to workplace minorities, which is why it’s so important to keep sharing our perspectives. Here’s mine.

The Five Myths

The myths we collectively choose to believe can turn into defining elements of the space they occupy. I believe these five desperately need to go.

Myth No. 1: Quotas are the answer.

Publicly and in the boardroom, quotas are often used to demonstrate a commitment to diversity and inclusion. The problem with this is twofold (at least).

The first problem is that quota fulfillment is often treated as the finish line. Too many executives believe that as long as human resources are kept topped up with enough minority employees, a company has done its part. It’s one of many ways that diversity and inclusion (D&I) gets pushed “out of the way."

The second problem is that quotas reward the appearance of inclusion but don’t necessarily incentivize true diversity — because true diversity isn’t just about skin color or gender identity. It’s also about the unique perspectives and insights that diverse groups bring to the table. If we implemented a quota for every one of them, the table would no longer fit in the boardroom — which is not necessarily a bad thing, but it doesn’t solve the real problems of equity, inclusion and belonging. The dimensions of diversity should actually be represented and drive impact for the business and society as a whole — not just check a box.

We should be careful not to throw out the baby with the bathwater. Quotas may indeed be helpful. But if we’re going to accept them as value indicators, then we should also be open to redefining them and make sure they are part of a dynamic D&I policy, not just numbers on a spreadsheet. 

Myth No. 2: You can reap what you don’t sow.   

Many large and small companies are well aware by now that diverse advertising leads to improved consumer perception and even stock market gains, as illustrated by a Heat study (via Marketing Dive). To the extent that socially conscious marketing resonates with consumers, grows the bottom line and provides external opportunities for disadvantaged groups, it should be considered a good thing. Once again, however, there are at least two issues to be concerned about. 

If marketing is where the diversity buck stops, then there may be an expiration date on the benefits, and that date is the day customers or competitors discover the lack of authenticity. It’s something we’ve seen with the growing awareness of greenwashing, and I've found that it's equally true with D&I. As the necessity for transparency continues to grow, this could increasingly represent a blind spot for companies.

Secondly, I believe organizations whose commitment to diversity is superficial are actively depriving themselves of the full benefits. A bit louder for those in the back — diversity empowers. But you only get out what you put in. If you want to go a little deeper in consumer’s pockets, then maybe diversity in your ads is enough to do the trick. If you really care about your business and want the full range of benefits that come from true diversity, you should pursue a multidimensional and authentic approach.

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