The Need to go #Beyondthestatement

If you look at the company websites of many organizations, you will see that most of them have a Diversity & Inclusion (D&I) statement. They claim to support D&I. They vow to hire diverse candidates. The question is how many of these organizations know that there is a difference between posting your D&I statement and having a D&I program?

First, diversity in the workplace is being invited to the party. Inclusion is being asked to dance. Employees shouldn’t feel that they are being tolerated or accommodated because of their existence. They should feel valued. Organizational initiatives should give employees the impression that “this was created with you in mind.”

The term “culture fit” should be abolished. This term says that only people who “fit in” with the current organizational culture will be hired. So, is saying that people who look differently, speak differently and think differently than what you are used to will not get the job? If everyone is the same (or struggles to/feels pressured to be the same), how are new concepts or ideas developed? How are fresh perspectives created?

Companies should have personnel devoted to D&I. D&I is a necessity at all organizations. Sadly, some companies do not feel the need to devote extra time or resources into such a program. They think that everyone and everything is okay. Do they distribute surveys to ask how everyone feels? Are they creating a safe place/channel for their employees to voice their opinions? Can the employees do so without feeling that repercussions will follow?

Some organizations that claim to have a D&I program have a statement and a designated individual to oversee the program as a collateral duty. The program isn’t much more than a liaison between the employees and Human Resources to take complaints.

A true D&I program should be based on surveys. Yes, surveys! The organization constantly evolves. The surveys should be distributed bi-annually at a minimum. People’s situations change. New hires come. Everyone should be represented.

Once the organization understands the representation of its personnel, it can begin to develop a D&I program. Educational facts can be distributed to the organization about historical figures from certain nationalities. Fun facts can be shared about left-handed people. Being the first LGBTTQQIAAP individual in a certain position or field is quite an accomplishment! Celebrate National Senior Citizens Day. These are just a few examples of the many ways that employees can feel included. There is no one size fits all in a D&I program. Every organization’s program will look differently. And that’s okay.

Employee Resource Groups (ERGs) should be created so individuals have a safe place to discuss shared likes and interests. An individual from the D&I team should oversee the ERGs and offer guidance and assistance. Additionally, he/she/they should also be a liaison to the corporate/management team to make suggestions/adjustments/present ideas to further enhance the program.

As with any new program, some things will work, and some will not. That is okay. Keep what works and seek input and guidance and make changes. Hiring a consultant might be an option.

It is not okay to claim to have a D&I program, but only send out a few announcements throughout the year for the “general” holidays such as Christmas, Hanukkah, and Easter. There are many different observed holidays that are celebrated and recognized by more employees than you think.

D&I goes beyond race, gender, religious beliefs and sexual orientation. Everyone must feel included. D&I isn’t just a Human Resources initiative. There must be 100% buy-in from the C-suite. It starts with the CEO. This shouldn’t be a program where everyone is directed to do an annual diversity training, and nothing is said until the following year. D&I is everyone’s responsibility.

There is so much more to be said on this topic. There are way too many options to mention in this one article. This is just one message in hopes that more companies make a commitment #beyondthestatement.