Hear how accomplished Board members in the UK talk about inclusion when no one else is around.
Debate about the state of “DEI” in some parts of the world continues to mount. How are Board members thinking through the complexity and conflicting news?
To learn more, and to allow for what turned out to be a much needed exchange of ideas, Heidrick recently hosted drinks for a select group of non-executives and senior leaders at its London office to talk about, well, whatever was on their minds.? Candidly, we thought we would talk a lot about the role of Boards in driving DEI given the title of the event “How to lead inclusion from the boardroom”.? We did talk about those things, but there was much more to the discussion and it was much more personal than one might think.??
Attendees, largely talking with each other versus being led in the discussion by us, were working through how to do the ‘right’ thing. They discussion seemed to be focused on a few questions they sought to answer.?
1.?????? How can I make a difference?
2.?????? Is it my job to speak on behalf of people who look or appear like me?
3.?????? What is the role of a Board in impacting the diversity of organizations?
4.?????? If not the Board, then who else should?
Here are a few highlights from the discussion:
Q: What are the implications of the Supreme Court decision in the United States?
A: The recent supreme court case limits colleges and universities to use race as a determining variable in admissions.? The ruling does not impact businesses other than the possible longer-term effect on the supply of talent form those schools.? But many have used it threaten businesses in the US and there has been a lot of activity by companies to mitigate risks that might result from the types of challenges people are mounting.? They want to avoid brand and reputational risk more than mitigating legal risk.
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Q: What about disability – it is lagging things like gender and race??
A: True.
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Q: I was recently advised by someone who is diverse and sits on many Boards not to engage in a discussion about DEI when it comes up and especially if others in the room turn to me as if I have the answer.
A:? We had the group response to the question first and it was a robust discussion.? In short, the group decided a few things which also happen to align with our advice in these instances:
1.?????? There are going to be times when you want to avoid these conversations due to fatigue or because one worries about being pigeonholed.? If you feel that way, then maybe sit it out.? Save your voice especially since you will not be authentic when you do speak.
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2.?????? However, over time, keep in mind that you are the one in the seat and therefore have the chance to speak up.? Consider if those who are not there might want you to speak up.
3.?????? Also, think about how you will feel later if you do not.? You may be fine and that is your right; just do not regret it later.
4.?????? Finally, progress is likely to depend on folks like you, so find a way to get back in the game soon.
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Q: Would you consider diversity ‘as part of the skillset’ that you bring to the table.
A:? Your life experience and perspectives are 100% valid, but they are not the only things you bring.
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Q: Does diversity = inclusion?
A:? Critical mass helps people feel included, but that does not always result in the culture of inclusion. ?There are diverse companies that still struggle to be inclusive.
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Q: Are higher diversity stats a sign of meaningful progress? Or are those stats only ‘poster children’ for progress?
A:? They are a start.? People have learned that Inclusive Cultures and managers get the most out of that diversity and we have not spent enough time on changing culture while driving ‘diversity.’? And, again, Inclusive cultures are inclusive of everyone, not just some.? We need to create a bigger tent and talk about just about everyone fitting into this discussion.
Q: When businesses face financial stress, cutting costs, often DE&I ‘goes first’ – there is little financial incentive seen in promoting diversity – what are the financial implications of DE&I?
A:
1.?????? McKinsey just published their ongoing report about the business impact and state that the impacts of racially diverse Board and leadership teams still result in an increased probability of our performance of over 30%.? Gender diverse orgs have jumped in 5 years from mid-teens to over 30% likelihood of over performance as well.??
2.?????? Based on our own research, business leaders have had more simply priorities in recent years.? We continue to hear that a primary point of view and strategy on DEI helps them engage and retain current workforces as well as compete effectively as they try to hire tomorrow’s leaders.? Without that, growth is very hard.?
This was an incredibly candid, personal, strategic, and human discussion.? We plan to do more of these.?
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