Don't be a diversity washer: 3 tips for authentic DE&I

In a recent working paper, researchers looked at data from over 5,000 US public companies. Looking at Securities and Exchange filings, they compared what these firms said about their diversity, equity, and inclusion (DEI) efforts to the diversity of their workforces.?

The conclusion?

Many companies were all talk and no action, with a “significant disconnect” between their DEI commitments and actual employee diversity. The researchers labeled these companies as “diversity washers.”

What is “diversity washing”? ??

Diversity washing happens when a business makes surface-level statements or gestures without taking meaningful steps to support and promote diversity.

It gives the illusion of workplace diversity and inclusivity without the real, genuine change needed to ensure an inclusive, equitable workplace.?

Diversity washing results in a mismatch between what a business says they are doing and the real state of DEI within the organization.

It’s similar to “greenwashing,” where companies exaggerate their commitment to environmental and sustainability efforts, or “woke washing,” where businesses portray themselves as socially aware when they aren’t.

These various forms of washing help businesses promote their brand – but don’t do much else.

"Whether it's just a statement on a website, a press release, or even hiring a ‘director of DEIB’ only to give that person zero power to influence the org – it all boils down to a lack of respect for this discipline.” - Matt Borneman, Senior Manager of Psychometrics at TestGorilla

Diversity washing is BS, and the results, which are bad for everyone involved, include:

• No positive impact on diversity: By prioritizing optics over action, you miss the opportunity to create meaningful change.??
• Reputational and brand damage: Public consumers aren’t afraid to call companies out on social media, and employees who expect their employers to act ethically won’t hesitate to whistle-blow.?
• Increased compliance risk: The diversity washing working paper revealed that diversity washers are more likely to face Equal Employment Opportunity Commission (EEOC) violations now and in the future.?

3 tips for authentic DE&I ??

1?? - Commit to transparency

Transparency around your DEI efforts shows a willingness to be held accountable. This builds credibility and trust with stakeholders, including employees, customers, and shareholders.?

As founder and CEO of Patriot Software, Mike Kappel explains “You made a commitment to your customers, investors and lenders, employees, and yourself to build the best venture you could. You might as well show everyone how you’re holding up your end of the bargain.”

?? Start by setting clear, measurable goals and developing policies and procedures to support them.

Make these easily accessible to employees via your intranet or employee handbook. You can also present your DEI goals and initiatives on your website – and in your annual report if you’re a public company.?

2?? - Measure your progress

Without measurement, you can’t understand the effectiveness of your DEI efforts and ensure you’re not inadvertently being a diversity washer.?

The Global Parity Alliance and World Economic Forum’s joint report identifies “rigorous tracking and course correction” as one of the five common factors of successful DEI programs.

The right DEI metrics will depend on your organization’s diversity goals, but having metrics enables you to course correct and address any initiatives that prove ineffective. They also help you spend any resources you’ve committed to DE&I effectively.

3?? - Look critically at your partnerships and donations

Your organization’s commitment to diversity should extend beyond its internal practices. You should also look at how it supports diversity externally. This includes looking at whether charitable donations or corporate sponsorships align with the DEI values of your organization.?

We spoke to Daniel Wolken, a talent acquisition specialist at the job board Daily Remote.

He highlighted that corporate giving strategies can be inconsistent with businesses’ DEI commitments:

"Some organizations concurrently donate substantial funds to political campaigns and causes that actively work to restrict rights, deny protections, or roll back policies benefiting those very same communities.” The problem? “By financially supporting regressive agendas undermining diversity and inclusion, these organizations reveal their true priorities lie elsewhere."

?? It's time to #CutTheBS and embrace genuine inclusion

When it comes to diversity, actions speak louder than words.

Think strategically about the tangible steps you can take to effect meaningful change.

By reflecting deeply on the state of diversity in your business and how best to address it, you can avoid diversity washing and become a champion of inclusion.??

?? Do you have additional insights or innovative strategies for enhancing DE&I in the workplace? Let us know in the comments! ????