Why Your Diversity Programs Fail

#DIVERSITY!

It's the buzzword. It's the new workplace trend. It's leaders saying, 'we get it'!

But do you, though? Do you really get it?

Organization leaders want to seem like they are in-the-know when it comes to DEI, DEIB, EDI and all the other letters that are meant to represent an open and equitable workplace.

But. That. Is. Where. It. All. Stops!

In 2016, Harvard Business Review wrote an article about why diversity programs fail and in it they talk about the millions of dollars to settle cases about sex discrimination lawsuits - $154 million between Morgan Stanley, Smith Barney and Merrill Lynch. Imagine if they put that much money in real, actionable plans for eliminating diversity in their respective workplaces. In 2023, there is more training, but is it really working? No. It's not. You see, you cannot make people do what they don't understand. You cannot 'policy-ize' (my word!) changes that people do not believe in. Training is not enough. It must be supported by change - real change.

A change in mindset. A change in attitude. A change in tolerance. And then, a change in policy. The policy must be the beginning of the change in tolerance.

Let's take a look at a few things...

Media has gone full throttle to include diversity in movies, commercials, and TV shows; and while this is great, how is it really changing what we deal with in real life? In the case of diversity, is art imitating life, or is life trying to influence art? Many companies have mandated training programs, industries have created a 'fast food' approach to diversity as a response to the outcry of racial profiling and other nonsensical DAWB (Doing Anything While Black).

In the case of diversity, is art imitating life, or is life trying to influence art?

So, here is why your diversity training programs are failing.

1. First and foremost, short-term educational programs don't change people. Think about how long it takes to make or break a habit. People need repetitive knowledge, learning, and practices to gain full comprehension. Take a look at other types of training in the workplace - safety training for example - it takes many hours of training (and then practice) to ensure people get it right. And in many cases, that may be followed up by a certification exam.
2. Some researchers believe that highlighting diversity only brings personal biases to the forefront, thereby making bias more conscious than not. I believe that people need to have real conversations with others who are not in their in-group in order to have a better understanding. But the question I often get is, "how do we begin this conversation?" Curiosity is the greatest conversation starter. The issue is, can we get over our own self-centeredness enough to be curious about others?
3. Employers expect that there is a one-size-fits-all approach that will be the magic cure for all things DEI. Likewise, employees must not be fooled by the one class effort of organizations and demand a more comprehensive and multi-leveled approach to efforts put forth by leaders and managers.
4. The insecurities of White people who may feel like diversity training is not for them because they are 'color blind'! Well, folks, I am here to tell you we are not talking about blue versus green, we are talking about seeing people for who they are and what they represent. Training programs are doomed to fail if the approach is about colorblindness, rather than creating a full understanding and embracing of all people for who they are and what they represent.

So, how can programs succeed? Simple.

1. Employers and leaders must commit to fostering a workplace community that is committed to by taking ACTION in the continual process of creating a diverse organizational culture.
2. Employees must bear responsibility for personal thoughts and recognize when they need to check themselves about personal biases and have an understanding that you will never know what it means to be something other than what you identify as. For example, if you are not Black or African American, you will never know what that means or what issues they face. Likewise, if you a don't use a wheelchair, you won't understand those challenges either.
3. Companies must use training strategies that help change behavior and not just teach the terminology. Changed behavior is what's needed to move the needle forward.

People are motivated by their personal WHY! For people who are emotionally intelligent, with healthy self esteem, they are more inclined to want to improve their behavior as this helps them grow.

Final word to employers...

For-profit companies, non-profit organizations, higher education, and cultural institutions alike will only achieve true and sustained racial diversity following a broader cultural shift in America and until that happens, leaders must remember it is less expensive to create strong, actionable diversity programs than it is to pay out millions of dollars in lawsuits.

Carla Harris is CEO of The People Institute. She founded the Corporate Diversity Challenge and issues a daily challenge to all companies and leaders to take action about DEI.