Flying Thoughts: Quotas Work – Get Over It.
My flying thought for today; quotas work and we should accept that.
When you say the word ‘quota’ many people shriek in horror. Well, not really, but they’re doing it internally. The thing is, there’s a misconception that by striving to meet diversity quotas, you’re going to be putting unqualified people in jobs over qualified ones, simply because of different boxes ticked on an application form. This is simply not the case.
Those who know me personally, who have worked with me, know that diversity and representation in the workplace are huge priorities for me. I want every single person that I work with to feel that they are given opportunities, that they are respected, and that they are valued.
Workplaces should be diverse. Without diversity, workplaces stagnate. Diversity, equality and inclusion are considerable factors in both the success of a company and the success of the employees. Studies have shown that companies with a diverse board of directors outperform competitors.[i] It can be easy to forget that when we're talking about diversity quotas, we’re also talking about management too, not just the feet on the ground (so to speak).
Quotas have been shown time and time again as the best place to start for companies wanting to improve their diversity. Initially, it might feel like a numbers game, but that is not the case at all. It might feel reductionist to boil down your employees to a list of demographics, but in doing so, you see the workforce in a way you haven’t before. Quotas give us something to work towards. They are a goal.
Are quotas enough?
No! Do you want me to say it louder for those in the back? No, quotas alone are not enough. They are an ideal place to start, to get the ball rolling. They increase representation and diversity at a basic level. They enable companies to consider talent that they might not have otherwise. It doesn’t mean that you hire somebody simply for their background, their race, their sexual orientation, or any other box that has been ticked. Quotas push hiring managers to go out and find diverse new talent that will add value and unique perspectives to the company.
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That being said, just because a company is diverse, does not mean they are inclusive. Numbers on the page are a very basic way to measure how diverse a company is, but that means nothing if they are not also inclusive. This quote sums it up perfectly…
“Diversity is the "what"; inclusion is the "how." Diversity focuses on the makeup of your workforce — demographics such as gender, race/ethnicity, age, sexual orientation, veteran status, just to name a few, and inclusion is a measure of culture that enables diversity to thrive.” [ii]
Diversity is the first step towards an inclusive workplace. The diversity quotas help you get the ‘what’. Then you need to focus on the ‘how’. How do you push your employees to thrive? How do you foster a work environment that supports employees? Diversity without inclusion is meaningless. So, yes, quotas work to get the people into the jobs. Then what? Provide opportunities. Provide a positive workplace environment. Create a culture where employees feel safe and supported.
As the first step. Quotas work.
But what comes next is far more important.
Global Marketing Director at Ground Control: IoT Solutions for Remote Critical Communications
2 年I shuddered at the thought of being in a senior leadership position simply to fulfil a quota, but was absolutely schooled by a very passionate woman who made the argument that change simply isn't happening quickly enough. She argued that my generation might have to sacrifice our pride in order to prove that diversity at board level isn't a question of political correctness, but a strategy that will lead to long-term success. Then, when women, ethnic minorities, different faiths etc. are simply accepted, there will be no need for a quota - the hard work will have been done. She convinced me, anyway! Thanks for writing about it. And I never felt my gender was holding me back when I worked for you :)