Uber Sexual Harassment is not About Just Diversity.

When something bad happens, we tend to start looking for a culprit, whom to blame and who needs to be fired, who needs to punished and “get to the bottom of things.” Some comply, putting the blame on someone. It is the easiest thing to do, "we fired the person in charge," problem solved. It is not that easy. 

A recent article about the UBER sexual harassment fiasco, claims that Uber and all Tech Companies are ignoring diversity. I do not think that ignoring diversity is the issue, everybody is talking about it, and everybody is trying to up their "ratios, " and that is the problem. People see diversity as a compliance issue, e.g. we need to hire more women and minorities. However, when the goal is adding more underrepresented groups, sometimes companies tend to ignore the needs and wants of those people once they are inside the organization. Creating a culture of inclusion, accountability, and engagement will do a lot more, than just hiring more people of diverse backgrounds and closing "diversity gaps". Nothing will change if these groups do not feel welcomed, empowered and valued. Do you want innovation? You must have, diversity and inclusion; you cannot have one without the other. So it is not diversity only (the ratio) but the culture (innovation, engagement, inclusion).

Coaching leaders to capitalize on the advantages offered by diversity in the workforce is a place to start. However, given that diversity alone does not guarantee improved performance, leaders must effectively be able to manage a diverse workforce and create a culture of inclusion, engagement, and accountability. 

Research has shown, that the relationship that an individual has with his/her manager is the strongest influence on his/her engagement. It is, in fact, the most powerful driver of the employee’s engagement. The views about employee relationship with their company are largely the same as their views about their relationship with their immediate manager. Thus, it is paramount that coaching and training be incorporated to effectively developing soft skills in the direct supervisors. People do not leave companies; they leave bad managers, and I wonder what would have been the outcome of the Uber Fiasco if Susan Fowler's manager took steps to make sure his/her direct reports felt valued and respected. Alternatively, if the HR group took swift action after the incidents were reported and didn't ignore the alleged complaints.

As many of us probably have experienced, having a manager that cares about our growth and our success makes the difference in how engaged, satisfied and happy we are in an organization. Unfortunately, only 1 in 10 managers has the innate ability to manage and engage their team. People are promoted quickly, and most of them are promoted by the stellar work they have done as individual contributors. Many aren’t aware or refuse to see the effect of their behavior on their Direct Reports. Organizations need to make sure that their supervisors have the management tools that will help them engage their direct reports. Moreover, those tools are not learned in coding school, they are learned by extensive experience or by assertive coaching and training. I have no idea what the UBER leadership development program is, but to create an engaged workforce, an inclusive environment, companies need to take a closer look at their leadership development and management training. Or else, how about some real team building.

I believe that the best thing to do is not necessarily focus on whom to blame, but acknowledge that you do not have all the answers. Commit to make things better and ask your people for suggestions as to what needs to be done in the future to avoid situations like this. It sounds simple, but it is not easy. It requires three things, humility to accept that you need help and you do not have all the answers; courage to ask for help, and discipline to implement a solution that works for everyone. 

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Follow Luis on Twitter, @luis1_velasquez.  For some of his other posts, see his business blog at www.velasconsulting.com and his book blog at www.beyondthefear.com