Why Diversity Programs Fail?

Why Diversity Programs fail??

Diversity, Equity and Inclusion (DE&I) is a complex term, and even more complex process. Over the past two decades, diversity is a trending topic. Research has proved that organizations that embrace DE&I tend to have a competitive advantage and appeal to the various stakeholders. In spite of all the discussions and deliberations, sometimes organizations fail to achieve their diversity goals or the diversity programs fail to reach its true potential.

According to research by Frank Dobbin and Alexandra Kalev, who analyzed three decades of data from more than 800 US firms and interviewed hundreds of line managers and executives, the usual tools such as diversity training, hiring tests, performance ratings and grievance systems actually decrease the proportion of minorities in management. On the contrary, diversity tactics such as specific recruiting initiatives, mentoring programs, self-managed teams and task forces, which involve managers in problem solving and interactions with minorities, promotes their accountability and engagement.

Some of the common reasons why some DE&I programs fail are:

1.?????Improper alignment of DE&I goals with organizational goals and strategies:

DE&I programs should not be treated as an annual activity or as a HR goal or exercise; it should be identified as an organizational goal, and should form part of each department and employee’s KPI.?

2.?????Lack of understanding or continuous commitment:

Lack of continuous commitment from all sections of the organization, right from leadership to those involved in implementing the programs. Tokenism or meeting compliance requirements is a wrong approach to diversity, if the benefits are to be fully enjoyed. All employees need to be made aware of and appreciate the concept of inclusion and equity, and the resultant positive impact on the organization and culture.

3.?????No proper structure or format to the programs and trainings:

The department or people entrusted with the task of implementation should have a proper strategy, a plan of execution and a route map. Each training or program rolled out should have an overall objective and direction in taking the organisation’s diversity journey forward. This also enables measuring the efficiency and effectiveness, to determine success of the programs.

4.?????Emphasis only on diversity, and no sufficient efforts on inclusion and equity:

Diversity hiring alone is not sufficient to ensure a diverse workforce. It is essential to retain diverse employees and to sustain the diversity throughout the employee lifecycle. To achieve this, efforts towards ensuring an inclusive and equitable workplace for all is imperative.??

We need to rethink what we have been doing in the name of diversity. How effective is our diversity training? Almost all organizations that talk about DE&I conduct training to help people talk and behave in an unbiased manner. However, how effective can a one-off training be for individuals to shed their biases and bring out behavioral changes? People may learn how to respond to a questionnaire on bias, but the positive effects may not last long after the trainings. The solution could be that such trainings be conducted at regular intervals to reiterate the organization's commitment to diversity.?

Purely conventional methods of training to change behaviors may not always be very effective, hence new and innovative ideas need to be generated to complement the efforts. Getting diverse employees together and encouraging them to share their thoughts about how to improve or sustain the diversity?may generate out-of-the box ideas, and improve employee sentiment of being included in solving real problems of the organization. We need to continuously think of informal ways to improve employee engagement and provide platforms for people to display their beliefs and sentiments.??

As a diversity enabler and enthusiast, I personally feel that organizations need to have a people-centric approach to DE&I. Each of the three elements ‘Diversity’, ‘Equity’ & ‘Inclusion’?carry equal value and need to be given equal weightage in order to ensure success. Creating a diverse workforce is not the goal or destination; it is just one step in the entire process. Creating an inclusive and conducive environment and treating each employee with equality and respect is the means to reap the true benefits of DE&I.?

DE&I is all about celebrating people and their differences by appreciating their individuality and acknowledging the value that they bring to business. Each employee is unique, and hence his or her needs are unique too. It is when the organization identifies and supports these unique needs of the employees throughout their journey together, that DEI yields its true potential. It allows employees to bring their true selves to work, and builds a sense of belonging?and commitment towards the organization, to contribute in the most effective manner. This not only brings out creativity and innovation, but also helps build a culture of inclusion for all.?

Author: Remya Damodaran, Founder- Prernaa Consulting Services (www.prernaa.com)