Branded Diversity: Moving Beyond Rhetoric

Navigating the Challenges of Social Media-Branded Diversity: Moving Beyond Rhetoric

This blog post was inspired by The Globe and Mail 's Article by Duane Cole, "Companies seek strategies to retain new hires as they work toward goals on work force diversity"

In an era of heightened social consciousness and advocacy, many companies have taken to social media to showcase themselves as champions of #diversity and equity. They craft compelling narratives, adopt trending hashtags, and share heartwarming stories to broadcast their commitment to creating an inclusive workplace. However, as the old adage goes, actions speak louder than words. For these self-described diversity champions, challenges emerge when the rubber hits the road – the point at which employees from equity-diverse groups experience the stark reality of their work environment.

A glaring concern lies in the aftermath of the hiring process. Despite the promises of a diverse and supportive workplace, members of equity-diverse groups often find themselves facing a harsher reality. This reality is marked by a lack of quality mentorship and sponsorship, compensation gaps, racial prejudice, and unmitigated, targeted toxicity. These issues not only undermine employee morale but also impede genuine progress toward building a truly inclusive company culture.

Citing Carlson's assertion that the "weak societal IQ" of business leaders puts companies at risk, it becomes evident that the superficial adoption of diversity branding fails to address underlying systemic issues. A Coqual study conducted in 2019 highlighted the disheartening fact that Black employees were 30% more likely to leave their positions compared to their white counterparts. This exodus is often driven by a lack of access to senior leaders – a mere 31% for Black employees compared to 44% for white peers.

Another study exposed an unsettling truth – Black professionals were 35% more likely to express intentions of leaving their companies within two years. Furthermore, a staggering 76% of them felt the need to exert more effort than their colleagues to advance in their careers. These statistics are telling of an environment where employees of colour are grappling with an uneven playing field and struggling to gain the recognition and advancement they rightfully deserve.

Dahabo Ahmed-Omer, the executive director of the BlackNorth initiative in Canada, encapsulates the core issue succinctly: "There is no point bringing Black people into a space that is not ready to receive them." This assertion underscores the urgency for companies to not only project a facade of diversity but to genuinely embrace it by fostering an environment of inclusivity, support, and equality.

Black employees encounter unique challenges, from being undermined by subordinates to struggling to secure executive backing. Micro-aggressions and subtle biases further chip away at their well-being and sense of belonging. Addressing these issues requires more than lip service; it demands a genuine commitment to structural and systemic change that dismantles the barriers preventing true progress.

Change, however, is a complex process that takes time. Ahmed-Omer acknowledges this reality, noting, "Structural systemic change takes time. That’s what we are looking for." The journey toward true workplace inclusivity may be long, but every step taken is a step closer to a more equitable future.

In conclusion, companies that tout themselves as diversity champions on social media must be prepared to confront the stark reality that often follows the hiring process. The challenges faced by employees of equity-diverse groups – including a lack of mentorship, compensation disparities, racial bias, and toxicity – highlight the need for substantial and meaningful change within these organizations. Only when actions align with rhetoric can we truly move beyond the surface and embark on a journey toward a more inclusive and equitable workplace for all.

Yours truly,

Sam Kemble , Executive Operating Officer

National Construction Council