In 2023, diversity will be front and center. This increased focus on inequality translated to social unrest in the United States and among workers when conditions were difficult. The importance of this has been borne out by research: Seventy-six percent of working adults rate workplace diversity highly when considering new employment opportunities, while thirty-two percent say they would not apply for a position at an organization that lacked diversity in its workforce.

Therefore, businesses must once again examine critically how these problems affect their operations. The conclusion they're drawing is that there is no simple answer. It will take time and a different kind of conversation with staff to improve diversity and inclusion. To bring about lasting change, CHROs play a pivotal role in facilitating the necessary discussions.

Unfortunately, THERE IS NO EASY SOLUTION TO THIS PROBLEM.

Many companies used to be hesitant to take stands on social issues for fear of negative feedback. As the year 2022 demonstrated, however, the standards of both employees and customers have risen, and a company's reputation is at risk if it chooses to ignore the social issues of the day. Doing so can harm the company's bottom line, recruitment efforts, employee engagement, and overall company culture. Despite the seriousness of the stakes, some businesses still resort to making temporary fixes that only mask the underlying problem rather than addressing the root cause. Any public relations, advertising, or statements made in response to social unrest lacking coordinated company-wide action will likely backfire.

Human resource concerns revolve around employees. Chief Human Resources Officers (CHROs) are in a prime position to take the lead and correct inequities that had persisted in their organizations long before being promoted. Although HR departments have been criticized in the past for putting company interests ahead of those of their employees, it is now clear that the welfare of workers must take precedence. Diversity isn't just about adding more people from underrepresented groups to the workforce; it's about rethinking traditional practices like communication, hiring, and creating a positive work environment to foster a more welcoming culture.

Most CHROs do not know how to resolve this complicated problem. Therefore, it is imperative that they actively seek out practical answers. That's what separates this human resources problem from others. CHROs can't use a playbook from the past in these kinds of uncharted times. Corporate diversity training modules and handouts taken straight from a cookie-cutter playbook won't cut it and could come across as insensitive. Genuine effort and a radical shift in perspective will be required to move forward.

HELPING YOU HAVE THAT IMPOSSIBLE TALK

Given the absence of a silver bullet, the only viable option for moving forward is to talk things out. To do this, you must initiate open communication with your staff. Such attentive and impartial listening has rarely occurred before, but it is the key to comprehension. Unfortunately, different groups' experiences make it difficult, if not impossible, for even racially and ethnically diverse HR leaders and other senior executives to fully understand the perspectives of all their staff members. 

Consequently, due to the situation's complexity, the CHRO must create a setting where employees feel comfortable talking openly and honestly. They are the conduit between the company's employees and the CEO and Board of Directors, the people who are ultimately responsible for moving the company forward and making the decisions that spur meaningful change. Unfortunately, only 19% of employees believe in senior leaders on diversity, while 66% believe in their coworkers. The lack of diversity and inclusion in a company can no longer be ignored, and discussing it openly with workers is the best way to learn the truth, motivate change, and earn employees' trust.

These initiatives are taking place when worker activism is at an all-time high. For instance, Glassdoor just released a new feature that allows workers to provide feedback on the diversity and inclusion initiatives of their current and former employers on a scale from zero to five stars. This and other social media platforms are accelerating access to such data by potential employers and current workers. Human resources should serve as that channel and actively listen to employee complaints about diversity and inclusion before those workers take their objections to the public forum.

Dedication to a long-term strategy is necessary if one is serious about finding a resolution. Efforts to address employee inequality or lack of corporate diversity must continue as markets recover from the pandemic and life returns to a new normal. Inconsistent actions after recovering the economy will send the wrong message to employees, candidates, and customers.

Businesses must adjust in ways that make the most sense for their employees. So what are employees going through? It is one of the many questions that will be asked as CHROs try to learn more about their staff members and figure out how to support them best. Do they feel a sense of pride for being a part of that group? In what ways do they hope to see their company evolve? Human resources, as the company's ears and eyes, can help facilitate this dialogue and demonstrate that these topics are no longer taboo.

When leaders learn about employee desires through open dialogue, they can better implement changes that improve workers' lives in a way that sticks. If these targets are met, the company's working conditions will improve, allowing employees to flourish. CHROs are responsible for initiating changes resulting in a more welcoming and diverse work environment.

About Jim Woods

Jim Woods is a diversity, equity and inclusion expert with over 20 years of experience in the field. He has worked with organizations of all sizes, from small non-profits to large Fortune 500 companies, helping them to create more inclusive and equitable workplaces.

Jim is passionate about promoting diversity and inclusion in the workplace, and has a track record of success in implementing effective DEI strategies. He has a deep understanding of the challenges and opportunities that organizations face when it comes to building a more diverse and inclusive culture, and is skilled at working with leadership teams to develop and execute strategies that drive positive change.

In addition to his work as a DEI expert, Jim is also a sought-after speaker and trainer. He has spoken at conferences and events around the world, sharing his knowledge and insights on topics such as unconscious bias, cultural competency, and inclusive leadership. He is also a frequent contributor to industry publications, sharing his expertise and thought leadership on DEI best practices.

Jim holds a bachelor's degree in business administration and a master's degree in organizational development and human resources.

Overall, Jim is a highly respected and accomplished DEI expert, with a proven track record of helping organizations build more inclusive and equitable cultures.