5 Diversity & Inclusion Mistakes to Avoid
Are you trying to create a working environment that embraces diversity and inclusion? Many organizations have the best of intentions but very few tools to know how to do it correctly. Without knowing it, you could make mistakes that negatively affect inclusion and belonging in the workplace. Here are five examples of errors to avoid.
Not Embracing Intersectionality
Many companies working on new diversity initiatives make the mistake of focusing on just one aspect. They then leave out some of the possibility of intersectionality. No one is just one thing. Race, class, gender, and experience all weave together to create very complex people. We may miss other vital cues if we only focus on one aspect.
Focusing on The Wrong Data
There are many ways to measure diversity in the workplace. If you focus on only the number of diverse employees, you may miss out on ensuring that inclusion and equity are also on the table for your entire team. Rather than looking at the picture as a whole, break down your diversity tracking by department, management level, and executive roles.
Asking Underrepresented Employees to Take the Lead on DEI
One of the biggest problems with many DEI programs is the instinct to hand it off to members of your business who are part of underrepresented groups. But this sends the distinct message that the problem with diversity in your organization is only solved by people within these underrepresented populations. DEI should be a company-wide effort led from the top down.
Creating Performative Diversity
Performative diversity means representing your diversity initiative through your brand rather than actions. For example, you may use stock images with more diverse representation that doesn't reflect the actual diversity in the workplace. You may share rainbows throughout June on social media but not have protection or inclusion in place for LGBTQ+ employees.
Not Checking Unconscious Bias
One of the biggest challenges for many employers is not addressing unconscious bias. You may believe that you can make choices that result in a more diverse, inclusive, and equitable environment, but your actions may not align with that goal. People in leadership should always question decisions they're about to make regarding hiring and DEI to ensure that the choices are free from unconscious bias.
If you're searching for great HR leaders to help lead the charge, get in touch with Frontline Source Group today!
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Published on Aug 15, 2022