Checking Boxes is Not Enough in Ensuring Diversity

I remember almost a year ago, when our full-time MBA students began returning to campus from their internships at various companies around the globe. As usual, there was a lot of discussion among our students about their experiences, what they’d learned and what they hoped to accomplish as a result. However there was also a surprising new thread of conversation --- how their companies had reacted - or not reacted - during a summer when headlines were dominated by police-involved shootings. Some of our students had taken objection to the fact that their companies seemed to ignore what was happening outside the workplace, even though they themselves felt very much impacted by the events. Full disclosure: Some of those students also strongly felt Fuqua had not done enough to acknowledge the hurt and fear in our own community.

These conversations were enlightening to me for a variety of reasons. For one, it reinforced that issues bleed from the outside in and can’t be ignored in the workplace. It also showed me that even though Fuqua is an institution that has literally put how much we value diversity on our walls, we still had people holding back in discussing tough topics because they didn’t feel empowered or comfortable to do so. Our school ramped up our efforts to encourage uncomfortable dialogue by scheduling forums specifically for tough conversations. We doubled down even more on teaching future business leaders how to bring people together who share very different views to work toward a common goal --- with an emphasis on the challenges of doing so in a polarized society. We feel it is absolutely critical for leaders to be able to understand how to navigate and tackle these complicated issues in a sincere, meaningful and productive way. We also firmly believe that business is in a unique position to demonstrate the tremendous value that lies in difference.

 I’m heartened to see the commitment of 175 chief executive officers who have signed the CEO Action for Diversity and Inclusion pledge. I’m encouraged that the first tenet of the pledge is to foster workplaces that encourage and support meaningful dialogue. Too often, the corporate world has viewed diversity initiatives as checking boxes when it comes to race, gender, age or industry background. But bringing different people together in itself doesn’t actually unlock the power of diversity: creating environments in which those diverse voices are heard and appreciated does.

Diversity and inclusion are important moral values – nobody should ever be excluded based on difference. However, these values are also paramount to a winning business strategy. Academic research has proven time and time again that diverse teams will outperform groups of people who are more alike. After all, true innovation happens when differing views push each other into new ways of thinking that challenge the status quo. But that only happens when those different voices feel confident in sharing their opinions, ideas and perspectives. 

The companies who have committed to this diversity pledge have a unique opportunity to meaningfully demonstrate the upside of difference. Difference is not something to be feared, but should be exalted. I’m hopeful these companies can help us heal in a society deeply fractured, by showing a path where we can disagree on issues but agree in our commitment to moving forward together.

In many ways, the future of work and innovation rely on our ability to harness the power that lies in difference. We need everybody in the game. Many companies have already recognized this as a fundamental principle and have embraced flexibility and technology to increase diversity in their workforce. In doing so, they’ve taken the first step toward enabling differing viewpoints to find a better way. However, the next step depends on leadership to embrace the discomfort and fear that comes with difference: to make sure that everyone feels comfortable with being uncomfortable at times. Hearing all sides and valuing differing perspectives is essential to diversity that is truly inclusive and productive at work and in society. Only then will the trust be established in a way that moves beyond checking boxes into understanding each other as people. Diversity is about more than sharing a company on a business card, it’s about the vulnerability and willingness to share ourselves.

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