New York Magazine "The Cut" Takes on Diversity and Inclusion- Forgets Diversity and Inclusion
Tara Cunningham
Advancing Business Transformation & Enhancing Corporate Culture through Disability & Neurodiversity Inclusion | Keynote Speaker | Professor | Author | Eoin, Charlie and Emilia's Mom
In the May 24, 2021 issue of New York Magazine @Bridget Read wrote "Doing the Work at Work What are companies desperate for diversity consultants actually buying?"
In typical @New York Magazine fashion, The Cut is a >4800 highly researched and detailed review of diversity, inclusion, equality and justice movement as of May 2021.
Over 4800 words about the explosion of diversity and inclusion programs, different approaches, vocabulary, box ticking and the work being done to increase the participation of people of color and gender.
Not one single word included people with disabilities (PwD) or LGBTQ communities.
How in 2021 are the disabled and LGBTQ communities left out of the discussion of diversity and inclusion?
85% of PwD are under or unemployed, yet the largest minority in the world affecting rich and poor, people of color and whites, gay, straight, young and old are left out of the now mainstream diversity and inclusion movement.
For the LGBTQ community, life has gotten considerably more difficult, as CNN reported on April 15, 2021, "Thirty-three states have introduced more than 100 bills that aim to curb the rights of transgender people across the country".
When rebuilding our communities and companies post Covid, why only focus on color and gender?
Before Covid, the main excuse for not hiring people with disabilities: "the person had to be physically at their desk".
As if by a miracle, in ONE WEEK, Covid forced companies to allow employees to work from home (WFH). WFH was a necessity to stop the spread of the pandemic and keep employees safe.
The old excuse is now dead, a barrier knocked down. WFH is now the new normal, with companies losing talent if they are forced to go back to the 5-day in office work week.
Today's bright minds and talent are looking for companies who value employees bringing their whole selves to work; who understand the bad business associated with masking (pretending to be "normal"). This talent is made up of all people, including people with disabilities and the LGBTQ community.
Focusing solely on color and gender is an enormous business strategic error.
Today's talent wants to work with highly engaged, socially motivated companies dedicated to inclusive employment, not box ticking PR exercises.
If you want true justice, equality, equity, diversity and inclusion look further than color and gender.
This means an entire systems approach, a review of current recruitment, onboarding, retention and management practices. This is hard work and not for the faint of heart.
Contact [email protected] to learn how to become a truly inclusive company.
In the meantime, do better.
https://www.thecut.com/article/diversity-equity-inclusion-industrial-companies.html
Making Neurodiversity Inclusion Simple for HR, D&I and Managers | Neurodiversity Awareness & Inclusion Training | Neurodiversity Inclusion Workplace Coaching for Managers & Teams
3 年This sort of short sightedness in how D&I is often presented is pretty common still though. It’s often very easy to focus on what is obvious, what you can see. But when ‘differences’ are less visible they all too often get overlooked.