Stop making 'the business case' for equity, diversity & inclusion
Dr. Kristen Liesch
Forbes Diversity & Inclusion Trailblazer | Co-Creator of Equity Sequence? | Teaches Equitable Innovation | Co-creates Equitable Strategic Plans | Facilitates Equitable Innovation Sprints
by Dr. Kristen Liesch, co-CEO of Tidal Equality
The birth of the business case
“We have the advantage of living by the side of, and in the midst of, the most progressive and highest type of white man that the world has seen.
Let us, then, use our strength in concentrated, organized directions, and in proportion as we do it, the white man will respect us.
Now is the time - not in some far-off future, but now is the time - for us as a race to prove to the world that in a state of freedom we have the ability and the inclination to do our part in owning, developing, manufacturing and trading in the natural resources of our country.”
Just like that, “the business case” for racial diversity and inclusion was preached from a stage at a conference in Chicago, Illinois.
It was delivered carefully, thoughtfully, and with a vision full of hope for an equal future by a Black man who knew, he knew, that his country’s economy had prospered for generations on the backs of his peers and their forbearers. And he knew that they could - in their freedom - see it prosper to an even greater extent with their liberty - with their full and equal participation. And he believed that all it would take for his white fellow citizens to embrace that full and equal participation was evidence.
Evidence that equality was worthwhile.
Was of value.
To the bottom line.
On August 21, 1912, in his address before the National Negro Business League in Chicago, Booker T. Washington argued for proving the business case.
Time for a mic drop?
Today, on May 15, 2020, the business case has been made. It has been made again and again and again. Over decades. With thousands of data sets, hundreds of metrics, over regions, within sectors and industries. In regards to race. In regards to gender. In regards to (dis)ability. In regards to sexuality and gender identity and age and neurodiversity and class and on and on and on.
The business case for equality of opportunity has been made. We should be able to turn the page.
And yet…
“Can you help me make the business case?” is a question that many equity, diversity and inclusion practitioners hear from people working inside organizations. People who care about inequity. People who observe discrimination. People who experience harassment and prejudice and stereotyping. People who want to see those things change. Who just want to be able to come to work, for their peers to come to work, and achieve their full potential. That’s it. To be able to do their best work, to the best of their ability, and be recognized accordingly, without racism/sexism/ageism/homophobia/xenophobia/ableism/ism/ism/ism getting in the way.
“Can you help me make the business case?” Because aren’t business decisions made to improve the bottom line? Because certainly our CEO - let’s call him John - will do something about our biased hiring processes / unfair promotion practices / racist team leader / sexist project manager if only I can explain to him that diverse, inclusive and equitable organizations make. More. Money.
Because, after all, they do.
And we know they do.
The writing has been on the wall, in the report, in the journal article, in the newspaper, in the textbook, for a long, long time, now.
Banker | FinTech Enthusiast | MBA | Global Strategy & Growth | Product Management | ?? Immigrant Success Advocate
4 年Thank you for this article, I enjoyed reading it.
Global Director, Diversity & Inclusion at RBC
4 年Powerful and poignant Dr. Kristen Liesch! The time is now. Thank you for always pushing the envelope
Director of Americas at Principles for Responsible Investment (she/her/hers)
4 年Love this. The business case implies 2 things for me, 1) that the current system is not broken and we are simply looking to improve not correct and 2) that we need a business case for marginalized groups to be treated fairly where the dominant group doesn’t have to earn their place. Our systems are severely broken and we have to fix them, the only question is which measures do we take to drive the most impact. It’s like your school principal demanding a business case for a wheelchair ramp! Of course we have to fix inequitable systems, it’s not a question.
Promoting allyship in the workplace to ensure everyone feels seen, heard, and belongs | Forbes Contributor
4 年Another thought provoking piece!
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4 年Thank you Kristen - this is an excellent, well researched,informative, thought provoking article. (please excuse all the adjectives- I just love words and wanted to fully express how I feel about your article:) I will have to read it a couple more times to fully digest it. For me....bottom line- sit down and have those tough conversations with people who really understand for example- your organization. We are in a position where folks are more open - because we have been in each other’s living spaces- to really move towards systemic change and my hope is that the spotlight on inequalities will be a driving force.