Bias training is your first step to failure: 3 Steps toward a better DEI plan

Bias training….is your first step to failure

Bias training… is your first step to failure (pause for dramatic effect). I know it's a risky statement and could lead to many LinkedIn followers clicking on the next "Diversity Equity and Inclusion How-to Article," but for those who decided to read on… let's dig into it. I modified the title to reflect a quote that Head Football Coach Al Molde instilled in us as impressionable student-athletes at Western Michigan University in the 1990s.

?"Men…. SATISFACTION… IS the first step to failure!"

Simply put, as players (individuals) and a team (society), we must continue to practice, progress, and move forward, or we will fail. If you don't have time to read further, I'll give you the short version. Bias training (for many) is a " new gesture" that many organizations deploy for investors and employees that check the social compliance box that they care about Black lives.

Many organizations “get creative” and lump all lives and differences indiscriminately into an undefined category they call "diversity." And by doing this…. they are satisfied and doomed to failure.

Diversity Equity and Inclusion are not New Concepts

Obviously, DEI did not start with me and had decades of commentary before I wrote about it. If I really wanted to push some buttons (I am a button pusher)... I'd direct you to some of the speeches from civil rights leader Fred Hampton and his discussion on inclusion, community participation, equity, and doing something about it.

“I was born in a bourgeois community and

had some of the better things in life, but I found that there were more people starving than there were people eating, more people that didn’t have clothes than did have clothes, and I just happened to be one of the few. So I decided that I wouldn’t stop doing what I’m doing until all those people are free.”?

– Fred Hampton

The Definition of Bias

In 2019, I wrote an article on bias and strategic projects. If you haven't had a chance to read it, you can see it here. I explained how evidence-based principles like the health belief model and community-based participatory research (others call it design thinking) can mediate bias.

I confess that I watered down a heavy topic to make it easier to consume and not ruffle "too many" feathers. As you can imagine, in the American education system… I literally learned about the business case for diversity (of thought) before I was taught the value of diverse culture and experience. Nevertheless, I still use Merriam-Webster's definition of bias in my custom workshops on culture and belonging.

They define it as "an inclination toward an outlook that might be personal and sometimes unreasoned judgment." Today, I'm here to tell you that bias training is the first step to failure for many diversity equity and inclusion initiatives. However, the reason why might surprise you.

Diversity Equity and Inclusion is life or death…. when you have the time…

We find ourselves amid a global pandemic still flirting with words and concepts that have been at play for decades. Yes, you read that correct... unconscious bias started before the murder of George Floyd.?As such, most of the alarms around systemic inequities, health disparities, and the good ole boy culture embedded in much of corporate America have been blasting for years. For the most part, society was too busy with the day-to-day grind of social media cat memes or commuting to and from the mental prisons we call "work."

More empty promises on Diversity Equity and Inclusion

In my previous articles, I argued that one major obstacle to dealing with bias is understanding that most projects are initiated from a special interest point of view. From that perspective, diversity equity and inclusion initiatives are projects just as crucial as any other organization initiative.

So when corporate CEOs proclaim in 2020 in passionate yet well-scripted speeches "…diversity and bias training for all, "… that's a good thing, right? Well, that depends. ?

Let's face it… we learned more about politics and political posturing in the last 15 years than perhaps the previous century. Not that we haven't always had disparate views on all things from the environment, civil rights to essential workers. But the speed and fearlessness of opinions,... and the ease to add our 2 cents to the world via livestream or post can't be rivaled.?

Diversity Equity and Inclusion programs can crush morale…(well, at least your program might)

Well-meaning organizations may get unintended consequences from poorly vetted diversity, equity, and inclusion initiatives. Some of which cost them top talent and crush morale. Neither of which is good during the Great Resignation.?One problem is that the focus is on training employees and not leadership. The CEO and supporting cast who proclaimed "diversity and bias training for all" need to take a step back and ground themselves in those fundamental concepts.

The people that make the decisions at the very top must COMPLETELY understand the ideas and concepts of what they are preaching….or at least be willing to learn.?That means understanding how their personal bias creates blind spots and special interests that influence their decisions. Organizations like the Institute for Diversity Certification? call this "understanding your world view." Therefore, the worldview or blind spots of one or two strategically positioned executives can spell disaster for your DEI efforts.

I once had a spirited discussion with an organization's executive on whether to include veterans in their organization's DEI focus. While veterans put their lives on the line to protect our freedoms and are a protected class under equal employment laws, her position was a bit different. She felt that a protected veteran was no more relevant than "other work experience" and would be excluded. In this example, the executive had power and influence, yet her worldview and lack of understanding of basic concepts severely hampered meaningful DEI efforts.

3 Steps to better diversity equity and inclusion (DEI) initiatives

I ask one simple question followed by three suggestions whenever I interview a new organization to decide if we are a good collaborative match for DEI?program development.

1 Question: "Why are you creating a DEI initiative?"?(Those looking to check the box can move on without me)

3 Steps for DEI

1.??????The senior executives with the most influence on the DEI initiatives must invest the time and resources to understand their personal biases. This does not mean reading an article or taking a 10-minute eLearning course on unconscious bias. This means digging in, talking with a professional, and getting to know yourself. This is also the time to be completely honest about your special interest in the project. If this is a gesture… keep it there. Don't insult your employees by pretending that it's more.

2.??????If you are sincere about DEI, health equity, or any variation of the theme… consider launching a meaningful, inclusive leadership strategy first. Too many organizations have ill-defined philosophies on diversity. Their leaders do not know how to manage or maximize the diversity of thought and experiences already in the organization. Too much focus is spent on hiring "others," which creates a culture of tokenism and resentment. Prepare your leaders for the work ahead in managing and leading a diverse team.

3.??????Define the concepts of diversity, equity, inclusion, belonging, justice, or any DEI variations as a company. "DEI" is not a word, it's an acronym, but many organizations use them interchangeably. "DEI" is dangerous because we develop an idea of what it means, which might not be the same (or even close) across all stakeholders. The definition should be meaningful, not a marketing campaign… again, don't insult your community, customers, and employees.

“We’re gonna have to do more than talk. We’re gonna have to do more than listen. We’re gonna have to do more than learn. We’re gonna have to start practicing, and that's very hard. We're gonna have to start getting out there with the people, and that's difficult. Sometimes we think we're better than the people, so it's gonna take a lot of hard work.”?– Fred Hampton

If, in 2021, you are an organization that is still debating entry-level DEI training like bias or microaggressions,... you are already behind. Likely, your leadership teams are also not prepared or willing to support a meaningful DEI initiative. The good and bad news is that "DEI" isn't going anywhere, and you still have time to act. If you are a leader or person of influence reading this article... start with yourself first. Suppose you need help walking through a personal journey on bias and intent. In that case, numerous professionals, including myself, can help you through the process.

Follow me on LinkedIn and share in the comments what pitfalls you find in diversity equity and inclusion planning!