Wadors calls DIBS on Diversity & Inclusion

Pat Wadors, CHRO at LinkedIn, is not a fan of diversity and inclusion. To her, D&I is “necessary, but not sufficient.”

At the Innovation and Leadership through Positive Psychology executive education program at Berkeley, Pat Wadors told the participants a childhood story of being the only girl on a softball team when she was 9. After proving she could catch at tryouts, Pat was finally allowed to play with the boys. On paper, she was an equal member of the roster. But this didn't stop the boys from pulling her hair and calling her names. She loved playing, but it wasn’t until a teammate finally returned her favorite leftie glove he stole and invited her to pizza after a game that Pat felt like she belonged.

These belonging moments are what Wadors seeks to create at LinkedIn, emphasizing Diversity, Inclusion, & Belonging or DIBS. From the standpoint of both justice and productivity, it is not sufficient to point to the number of diverse faces if the faces do not have voices. The benefit of diversity is more creative, challenging discussions and ideas that push employees out of their comfort zones to drive innovative solutions. The sheer presence of diversity does not create these discussions—an open, nonjudgmental supportive work environment does.

If you hire the only girl on the team, sure you remind the boys to invite her to beers with them on Friday. Repeated exclusion from Friday’s happy hour, even if accidentally, can easily translate to unspoken ideas in Monday’s all-hands meeting. One must believe that not only her ideas, but her entire self is appreciated as a part of a team. Once employees are comfortable enough to make jokes, wear their favorite bright orange shoes to work, and otherwise show pride and acceptance in their differences, they will share their ideas freely and you’ll have DIBS on the resulting growth.