Managing Diversity Pushbacks - why it is important and why you must do it

Managing Diversity Pushbacks: What To Do?

In the last couple of months, and more specially the last few weeks, I have come across numerous reports and discussions, questioning the need for diversity, equity and inclusion in the workplace. I find posts on both social media and mainstream news that undermine the value of DEI. I must admit, this does not surprise me. Rather, it takes me back to 2000, when I founded Avtar The Power of Diversity .

Post liberalization, the 90’s and 00’s were times when the war for talent was raging heavily. At such a time, when I opted to start a social enterprise that worked on finding jobs for women who had dropped off the career track, I faced a lot of flak. Well-intentioned friends of mine from the talent acquisition industry called and gave sage advice – to not focus on what they described as a weird and unsustainable line of work.

Suffice to say that I persisted and now, more than two decades and 2 lakh placements later, I can say with utmost confidence that work which helps someone with less privilege than us, is worthwhile work, even if everyone derides it. And just for the record, when I vouched for the quality of talent that I pitched – a huge range of second career women – from a variety of different backgrounds, I did not call it ‘affirmative action’. Neither did I term it ‘inclusion’. To me, it was just a deserving candidate, meritorious, who needed a break.

It was much later that I realised that there was great business benefits in creating a team that was diverse. Research from around the world and from India too, has shown that organizations flourish on account of their focus on diversity and inclusion. Among Avtar’s ‘100 Best Companies for Women ’ 2023, 79% report that gender diversity has positively impacted their profits, 77% state that it has enhanced their innovation revenue, and 81% reveal that it has improved customer satisfaction.

Why then is diversity facing pushbacks? Before we dive in, let me state that embracing any form of diversity is seen as problematic today – be it gender, age, racial, socio-economic, religious or disability. However, this article will focus on gender diversity.

1.????? Fear of reverse discrimination:

We know that feminism is widely misunderstood as disrespect for men. Similarly, steps to increase women’s representation in the workplace are often perceived as discrimination against men and setback in opportunities for them.

Solution: Avoid token DEI gestures such as hiring/promoting inexperienced female candidates to fill random diversity quotas, simply to portray the organization as diverse. These token measures, understandably, cause feelings of resentment among people who genuinely deserve the position. Such steps also generate concern about the collapse of merit-based systems. Instead, adopt bias-free hiring practices, merit-based promotion systems and a well-rounded DEI strategy that includes equal-opportunity policies, transparent pay practices, awareness campaigns, and more. This can help to mitigate the fear of reverse discrimination as well as promote genuine inclusivity for all. ????

2.????? Confusion between gender equality and gender equity:

Some people argue that providing special enablers such as upskilling/mentorship programs and networking opportunities exclusively to women amounts to inequality. But think about it: If we provide the exact same resources to men and women, won’t we be forgetting the historical oppression that women have faced? And what about the many challenges that women continue to encounter, such as the struggle to manage home and work, overwhelming societal expectations to live up to, and gender bias at work – challenges that men hardly ever face? Men and women are operating on uneven ground, but these enablers help to create a level playing field, which in turn leads to equal outcomes. This is equity – it is a pathway to equality.

Solution: Sensitize your workforce about DEI’s purpose/outcome. Also, highlight the positive impact of diversity on the entire workforce and the organization, rather than just on women. ?

3.????? Lack of finances to promote diversity:

Let’s face it: Promoting DEI carries a cost. An organization must budget for DEI training, resource materials, analytic tools, assessment and audits, and more. Estimates suggest that MSMEs must earmark about Rs. 5 lakhs for diversity initiatives, while large organizations may need Rs.1 crore or more. In times of economic challenges, companies find it challenging to sustain their diversity initiatives.

Also, when companies hire women, they must contend with limited staffing when their female employees go on maternity leave. Hiring additional permanent staff or temporary workers to handle the work overload becomes difficult because of lack of finances. Companies are also legally expected to provide onsite/near-site childcare support for their female employees, which companies cannot afford sometimes, and hence they hesitate to hire women.

Solution: Firstly, DEI initiatives need not always be high-priced. There are free/low-cost DEI trainings available. Simple steps such as encouraging open dialogues, providing flexible work options, celebrating diversity and promoting allyship among workers, can do wonders to build inclusivity too. These steps come at nil cost.

Coming to practical difficulties that arise because of diversity (like staff deficit), they can be managed strategically – for instance, by cross-training employees to handle multiple roles, prioritizing assignments, automating tasks where possible, hiring interns, and so on. As for childcare support, explore shared facilities with other businesses in the area and offer remote/flexible work options. These may not be ideal conditions, but we know that good things come with a price, and with diversity, the benefits outweigh the downsides.

Also, understand that diversity initiatives may entail costs in the near term, but in the long run it creates financial value. It boosts innovation and broadens market reach, which directly impact an organization’s financial performance. Inclusion also boosts employee engagement and brings down attrition, cutting costs again.

?4.????? Sweeping ambiguity concerning the positive impact of diversity:

Not all of diversity’s benefits are measurable. For instance, it is difficult for an organization to gauge the extent of diversity’s impact on innovation. Since the effect of DEI is largely intangible, especially in the immediate future, it leads to doubts about whether investing in it is gainful.

?Solution:? Some DEI aspects such as retention rates, employee satisfaction scores, customer satisfaction levels and market penetration are quantifiable. Track them closely because this will help to demonstrate that diversity is indeed a worthwhile investment. But remember, it is not always about numbers – personal stories are very impactful and can help people see the value of DEI. So, encourage employees to share their positive encounters with inclusion.

Diversity is a gamechanger, but it must be done right to maximize its impact. So, scrutinize why diversity is facing pushbacks and refine your approach. Take my word for it – you will then experience its brilliance.?

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