When diversity initiatives fail to gain traction, some companies consider adopting a "colorblind" strategy of treating all employees equally regardless of race or ethnicity. Some may find this method attractive because it avoids the potential for conflict when efforts are centered on categories like race and gender. Many companies' current diversity efforts don't help more women or people of color advance, but they still make white men feel like they aren't being treated fairly, according to some studies. Colorblindness is not the solution, however. It will probably backfire, causing more harm than good to the inclusion efforts it is meant to improve.
The Leading Five Reasons Why Leaders Fail At Race Inclusion And How To Fix Them
Knowing your goals is a good starting point, but it is not the end of the problem. A great deal of anxiety surrounds diversity and inclusion. Companies have attempted to design diversity and inclusion policies that have, for the most part, failed to address the concerns of underrepresented people, resulting in a situation in which underrepresented employees and their communities cannot flourish to the same extent.
Obtaining Buy-In and Delivering on DEI Objectives
Maintaining a zero-tolerance for legal risk in the DEI context is an eloquent way of stating that the company doesn't place a high value on diversity. But on the other hand, neglecting to act can have severe consequences for DEI, such as bad press, lawsuits, and employee turnover, which outweigh the benefits of gathering some data.
Why has diversity become useless?
How could the word "Diversity" become a verb for inaction and apathy? A word now confounded that its meaning is lost. Exactly how did it go from communicating something fervent to cynicism and suspicion? The answer is found through a combination of overuse, ambiguity, inertia, and narcissistic purposes.
Cloaking Racism With Patriotism
Human resources have the ability to change the tenor of race, biases, and prejudices against all groups of an organization. However, HR is laced with bigots who subtlely propagate their own biases instead of honoring the code. HR, learning and development, and recruiting managers should, above all else, be leaders. Rather than intent to catch people "messing up,
How The Best Managers Overcome Their Personal Biases
How do you stop the hidden bias of managers that permeate an organization's success? What is most disconcerting is managers invariably hire people who match their implicit bias of success. Now, this method may appear to be a formula for sensible decision-making. Despite a multitude of diversity training managers still resort to the gut instincts.