Witnessing the Death of “Cute” Diversity

Tokenism and check-the-box training won’t cut it in the new world.

One day, while I was walking in a hallway teeming with professionals and buzzing with commotion, I thought I heard “help, I’m stuck!”. It was so faint that I second guessed myself. But then I stopped and listened more closely…. And there it was again…more panicked: “Help! I’m stuck!” No one else seemed to hear the urgent, muffled cry. I passed through the crowd and leaned my ear to the elevator door. There was no denying it: a man was stuck in the elevator. I called for help, and he was released from his brief entrapment. Of course, he was wholly relieved and profusely thankful.

What we are witnessing today is, en masse, people hearing the cries of marginalized communities trapped between the floors below. Enough individuals are cutting through the noise, pushing through the crowd, and shouting “Some people are stuck: get help!” The powerful mixture of relief and willingness to listen is killing “cute” diversity.

“Cute” diversity has been around a long time. It looks like tokenism, catchy phrases, and nice intentions. It’s the training session that focused on any and everyone and no one at the same time. It shows up as a toothless representation and is void of uncomfortable conversations. The formerly adorable ways of handling diversity and its complications and challenges aren’t working anymore. And, because of the commitment to change, they will never work again.

You can’t just get rid of your ailing diversity plan and not replace it with something else. Here are 6 ways to revolutionize your company’s approach and commitment.

1. Mobilize your grassroots community.

People in your organization are already buzzing about diversity, equity, and inclusion challenges. Identify the grassroots leaders in your organization. Within every subgroup, there is a de facto leader: someone that group feels safe with. Find that person, ask them for their candor and feedback. See if those organic leaders are willing to lead listening sessions. And then, and this is important: listen.

2. No presentation without representation.

If trend and sentiment analysis show that your marginalized employees are disengaged, look to someone of the same background to influence strategy. Oftentimes minor cultural nuances can lead to dissatisfiers that you may miss. Don’t strategize about how to solve a diversity issue without a representative from that group.

3. Hit change head on.

Let your employees know…we are changing. We are changing our approach to diversity and inclusion from the inside out. Share the gaps and make them plain. If there are areas that are broken, call them broken. If you have a plan to fix them — share them. If you don’t, ask for suggestions.

4. Don’t apply force.

You’ll be surprised how many people will want to talk about diversity topics when they feel safe. Don’t use mandatory measures if you can help it. Any results won’t last. According to research conducted by Harvard Business Review, when you make diversity and inclusion training voluntary, it leads to better results. Letting people feel like they have the choice reduces bias whereas enforcing the training can lead to resentment and strengthening bias.

5. Ensure access.

Inclusivity cannot happen without access. Open the proverbial oak doors to the executive office. The majority of your employees may have never been to a leadership team meeting. Consider live-streaming some of these behind-the-curtain C-suite discussions, especially if it relates to diversity topics. During the meeting, let your employees use a chat feature to weigh in. With technology, we can all be brought to the tables that are making a difference.

6. Purge toxicity.

Like anything, your deeper dive into producing a more equitable environment will have its learning curve; however, if there are employees who are unwilling to adopt the culture shift, you need to let them go. People leave jobs not because of their roles, but because of bad leadership and toxic workplaces. If there are individuals who are contributing to that toxicity, despite being put on a performance improvement plan, it’s time to clear out their desks. Anyone who can’t get with the program can potentially alienate your dedicated employees. This can raise attrition.

With companies around the country working to enrich, design, or completely re-engineer their equity, inclusion, and diversity programs, it’s a new day.

Make sure you’re putting your ear to the elevator door.

For help with your next Diversity, Equity, and Inclusion training, check us out at Johnson Squared Consulting.