Back to the Office Exposes DEI Ignorance
Stacey A. Gordon, MBA
Bias Disruptor ?? Unapologetic Evangelist for Inclusion ?? Top Voice in Gender Equity ??Global Keynote Speaker ?? #1 Course of LinkedIn Learning (2021)
Welcome to Simply Diversity. This bimonthly letter breaks down key diversity concepts and explains how you can apply them... simply. There are plenty of terms heard ‘round the Internet as we prioritize diversity, inclusion and belonging in everything we do. This newsletter explains what these concepts are, why they’re important, and how to practice them.
We may never go back to “normal,” but things are looking hopeful as the vaccine rolls out.
After over a year of mandatory work from home and hybrid work in many sectors, offices are opening and we’re dusting off our work clothes.
What’s next for the way we work? And how does it relate to diversity and inclusion?
Break it down:
Big tech companies like Twitter have already stated that employees have the option to work remotely forever, while some companies are offering a partial remote option.
But many small businesses and/or traditional companies like law firms, financial services and other professional services… these companies want their people back in the office ASAP.
I predict a shakeup. There’s going to be some serious turnover in these small businesses and traditional companies. Because what if people don’t want to go back to the office? We know (because we’ve done it for over a year!) that we can work quite well from home. We save on commute time and gas. It’s easier to eat a healthy lunch. Etc.
However… what will happen is what always happens: the people who really need a job, who don’t have the financial cushion to quit or take a paycut to find a fully remote position… they’re going to stay. Or, they’re going to accept an offer that’s full time in the office even if they don’t want to.
I’m overgeneralizing slightly, but it has been demonstrated that systemic racism is strong in our workplaces and those with limited opportunities and minimal financial cushion are Black and Brown folx. If you’re Black or Brown, you know you won’t be considered for as many opportunities as your white counterparts.
(For all of the systemic racism deniers, here are some links for your reading pleasure:
- Black workers face two of the most lethal preexisting conditions for coronavirus—racism and economic inequality
- On the Persistence of the Black-White Unemployment Gap
- Black Workers, Already Lagging, Face Big Economic Risks
- Laid Off More, Hired Less: Black Workers in the COVID-19 Recession.)
As for these traditional companies? Here’s what they know: someone will always take the job.
This hurts diversity, equity and inclusion because it keeps many Black and Brown professionals stuck in undesirable jobs. It also removes the responsibility of these companies to improve their workplace culture and recruit enthusiastic employees to their teams.
Do Something Different:
It’s tempting to say “well if the job is bad or not flexible, don't take it!” (My cynical side says it’s the very people offering lousy jobs who are most likely to say this…!)
But people have to eat. Some people don’t have the luxury of saying no. And the truth is, many companies don’t care about a revolving door. They have the kind of culture where they want a butt in the seat and they’re not open to exploring other ways of working.
This week, my Do Something Different is for those of you who are stuck between a rock and a hard place. You see a return to the office coming down the pike and you dread it. But you need to eat. What can you do?
- From the years I spent career coaching I’ll say this: sometimes you have to hold out a little longer before taking that job — or acquiescing to a return to the office without negotiating or advocating to yourself first. Ask a few more questions! Sometimes our scarcity mindset gets us to agree before we have all the information.
- The other part is - have a plan! If you know you need this job, stay in it or take the job but also have a plan. Don't settle and stay. Tell yourself it's for 6 months only, and know you’re going to identify other jobs during that time. Say to yourself, today I need this job, but I won’t be here for long.
In the next Simply Diversity, I’m going to address systemic and structural changes leaders can make in their workplaces — and that you can advocate for as an employee.
But for now, tell me this: have you ever taken or stayed in a job you hated? Why? Though it might have felt like you had no choice at the time, see if you can look back and see the benefit of staying (such as a paycheck!). And be forgiving to yourself for that choice and that time in your life. I’ve shared an example of my own in the comments — what’s yours?
Speaking of my career coaching days, I have two LinkedIn Learning courses that will help you if you’re in a career change. Check out Writing a Resume (it’s free!) and Making a Career Change for my expert guidance and tips.
I help raise consciousness and build internal capacity to advance Diversity, Equity, and Inclusion (DEI) within organizations.
3 年I was underemployed at my last employer and very underpaid. I stayed because I knew, eventually, I'd get the experience I wanted that would make me qualified for other jobs I really wanted to do. The irony is that I eventually left that company, started my own business, and they were one of my first clients!
Senior Data Management Analyst at the City and County of Denver| DEI Leader| Programmatic Accessibility Advocate
3 年PLEASEEEEEE SAY THIS LOUDER!!!! #Shift
Building Your Internal Trust - Developing High Capable people into Business Leaders and human beings.
3 年Stacey - I believe we are going to see the biggest shift in the workforce in over 20+ years. People who have given discretionary effort and time to companies during the pandemic are not being appreciated and valued. Companies are gloating about their financial performance with less people and are forgetting to touch those that helped them through it, including their top talent. Because of this and the learning from "work from home" we are going to see employers going from being in control of the hiring process to suddenly scrambling for talent. Inclusion matters to people as does Human Dignity. Employees say "I want respect and to be trusted" but those are earned. Human Dignity is something we are all born with and when you violate that, it is over for people. They comply but are not committed to the company. Those companies that understand the power of inclusion and equity will have an opportunity to stand out come August forward will lead.
Independent Artist
3 年I overworked and was underpaid for a job I disliked and also wasn't aligning with my core values but I made the mistake to spray and pray the wrong way. Your bi monthly letters have tremendously impacted my outlook on this matter. I can't thank you enough. It's inspiring me to live and let go and not be stuck in the past anymore. Slowly peeling away my layers of self awareness and misconceptions and of course, unconscious biases. I made mistakes that turned into invaluable lessons. So now it's about time I stop being technophobic. Thanks Stacey, seriously!
Retired**Author ** Disability Consultant**Radio Show Host ** Trainer**Expert Patient ** Coach ** D&I Practitioner**Public Speaker**HIV Activist
3 年I joined an organisation as Deputy CEO. I was full of hope, excitement and plans of how I was going to change the world. Sadly, only a few weeks in I realised none of those were going to be fulfilled because the CEO, my boss, was a bully. The rest of the organisation was in fear of him. I stuck it out for almost a year because on paper it was a REALLY good career move. I tried talking with the CEO to get them to be aware of the impact of their behaviour. I tried to influence the culture of the organisation. I spoke confidentially with Trustees. I did, I think, all I could do. But the atmosphere was toxic. And it was starting to affect me. So I decided to leave. I had no other job to go to, but I could not stay. When I handed in my resignation I told the CEO very clearly my reasons for leaving. We agreed a very short notice period and on the day of my departure they handed me a rather lovely leaving present, a very handsome book. I still think it was absolutely the right decision, for the sake of my personal wellbeing if nothing else, but my one regret is that I 'abandoned' the rest of the staff to fight this battle on their own.....