The problem with Diversity, Equity and Inclusion
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Diversity
Before lockdown DE&I objectives in the UK were commonly in employers’ top five targets, but they were loose at best. Racism fuelled aggressions are sadly nothing new, however during the summer in lockdown the focus on the Black Lives Matter movement was intensified following a string of murders of black Americans by the police. This has undoubtedly brought a new perspective to DE&I issues and with it many employers have started to do more in this space.
In the world of employee benefits, flex is a word that means different things to different people and has also been overused to the extent it now almost means nothing. The topic of DE&I can easily suffer the same fate when it becomes fashionable to jump in on a conversation. Though the conversation is happening, it can seem like not many companies are actually doing something productive in this space.
Race is undoubtedly a huge topic within DE&I – but there are many other areas of DE&I that also require attention. While each topic needs equal airtime and is as important as the others, many organisations have a long way to go to break down the barriers in each space.
Equity
The concept of Equity is a fantastically logical strategy that offers adequate support to people depending on their needs rather than giving everyone the same support (equality). The aim is that individuals get the same positive outcome as others with the exact support they need to get there.
What is “inclusion”?
Diversity has taken a front seat in recent times but inclusion is just as important and is often not given as much attention in the DE&I space.
Inclusion can best be summarised by paying attention to how people feel. Some examples are: • Making sure that people feel like they have a voice; • Bring the best versions of themselves to work; • Are involved in decision making; • Are able to influence; • Have access to information; • Are transparently communicated to; and • Feel like they are able to participate.
The problem with the image above is that we are all trying to come up with a workaround to a problem rather than eradicating the problem itself.
Why are we putting up with the fence at all? Beyond that - why should we observe from afar when we could be involved?
The problem
We speak to clients regularly about taking a step back and creating a strategy for their offering. We ask questions like “why do you offer this benefit? What do you want it to achieve for employees?” It’s possible to take same step back in creating DE&I strategies, but it should be underpinned by 3 major factors that are often overlooked:
Which identifiers will your proposed strategy focus on?
Such as: • Gender • Identity • Physical ability • Sexual orientation • Neurodiversity • Religion • Race • Ethnicity • Age • Socio Economic status
Data:
How can you begin to put together your strategy if you’re not sure about the current make up of employees or their needs?
We recently came across a workplace where a cupboard space was intermittently being used as a prayer, meditation, breastfeeding and relaxation room. While it’s better to have that space than not at all, if the organisation had considered how often each one of these groups would need to use the room (i.e. 30% of the workforce were of a religion that pray several times a day), and the comfort levels needed for each type of activity, a more appropriate space would be allocated.
Where you draw the line at providing support is a hot debate within organisations – but having the data is a vital step in coming to the conclusion.
Output:
What are you going to actually do, rather than say you are going to do?
In the film Good Will Hunting, a flawed genius, who grew up the wrong side of tracks as an abused orphan, is wasting his talent as he tries to come to terms with his past.
The main character’s psychiatrist explains to him that he might be a genius, but reading can only get you so far. He states “Do you think I’d know the first thing about how hard your life has been, how you feel, who you are because I read Oliver Twist? Does that encapsulate you?” admitting that you can read hundreds of books about a topic but without experiencing something for yourself, your understanding will still be limited.
Conversations surrounding DE&I are fascinating and often difficult to hear. But we can’t truly learn and develop by reading, taking a course or dialling onto a webinar alone. It will of course help but we need to speak to our peers and learn from each other in order to truly educate ourselves. Understanding the journeys that people have been is imperative especially when they differ so much from your own.
Now is a time more than ever for actions and results. Having safe places for specific groups to discuss the issues they’ve been facing are important and should be maintained. There should also be opportunities for the typically privileged to have discussions with marginalised communities, to learn from them and grow their own understanding by having thoughtful and open conversation.
Below is a fantastic consulting model around the stages of DE&I – particularly around race – moving from the fear zone to being actively anti-racist.
