{"id":1244,"date":"2019-09-04T20:33:39","date_gmt":"2019-09-04T20:33:39","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&p=1244"},"modified":"2024-04-24T23:31:08","modified_gmt":"2024-04-24T23:31:08","slug":"putting-it-together-diversity-in-the-workplace","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/putting-it-together-diversity-in-the-workplace\/","title":{"raw":"Putting It Together: Diversity in the Workplace","rendered":"Putting It Together: Diversity in the Workplace"},"content":{"raw":"\"A\r\n\r\nAlthough decades of advocacy and diversity training have had an impact, the results have been mixed. The upside: Deloitte\u2019s research into the current state of inclusion found that 86% of respondents felt they could be themselves most or all of the time at work.[footnote]Jacobson, Adam. \u201cInclusion Does Not Stop Workplace Bias, Deloitte Survey Shows<\/a>.\u201d Risk Management Monitor, July 26, 2019.[\/footnote] That statistic represents a significant improvement over a relatively short period of time. A survey conducted six years prior found that 61% of \u201crespondents felt they had to hide at least one aspect of who they are.\u201d[footnote]\"The Bias Barrier: Allyship, Inclusion, and Everyday Behaviors<\/a>.\" Deloitte. 2019. Accessed September 14, 2019.[\/footnote] At that time, the conclusion was that \u201cmost inclusion programs require people to assimilate into the overall corporate culture\u201d and that this need to \u201ccover\u201d directly impacts not only an individual\u2019s sense of self but their commitment to the organization.[footnote]Matuson, Roberta. \u201cUncovering Talent: A New Model For Inclusion And Diversity<\/a>.\u201d Fast Company, September 12, 2013.[\/footnote]\r\n\r\nOn the downside, bias remains a constant, with over 60% of respondents reporting bias in their workplace.[footnote]\"The Bias Barrier: Allyship, Inclusion, and Everyday Behaviors<\/a>.\" Deloitte. 2019.[\/footnote] Deloitte reports that 64% of employees surveyed \u201cfelt they had experienced bias in their workplace during the last year.\u201d[footnote]Ibid.[\/footnote] Even more disturbing, 61% of those respondents \u201cfelt they experienced bias in the workplace at least once a month.\u201d The percentages of respondents who indicated that they have observed bias in their workplaces during the last year and observe it on a monthly basis are are roughly the same at 64% and 63%, respectively.\r\n\r\n\"Photo\r\n\r\nResearch suggests that bias is now more subtle\u2014for example, an act of \u201cmicroaggression\u201d rather than overt discrimination. It is, however, no less harmful. Deloitte\u2019s 2019 research found that bias impacts not only those who are directly affected, but also those who observe the behavior. Specifically, of those who reported experiencing or observing bias: 86% reported a negative impact on happiness, confidence, and well-being; 70% reported a negative impact on engagement and 68% reported a negative impact on productivity.[footnote]Ibid.[\/footnote] Executive coach Laura Gates observes that the price of not addressing corrosive interpersonal behavior is too high. She notes that \u201cif people don\u2019t feel safe, they can\u2019t be creative. If they aren\u2019t creative, they can\u2019t innovate. If they don\u2019t innovate, the business eventually becomes obsolete.\u201d[footnote]\u201cClean Up Corrosive Interpersonal Dynamics on Your Team with This System<\/a>.\u201d First Round Review, March 27, 2018.[\/footnote]\r\n\r\nGiven the slow pace of progress on D&I , it may be worth looking at the situation as Melinda Briana Epler proposes in one of her ally recommendations. Specifically, if it\u2019s not working, it may be you. Although we are generally aware that our perceptions are subjective, we are largely unaware that there can be a disconnect between our conscious thoughts and our unconscious beliefs or biases, primarily a product of socio-cultural conditioning. To see how this might play out, watch Yassmin Abdel-Magied\u2019s \u201cWhat does my headscarf mean to you?\u201d TED Talk.\r\n\r\nhttps:\/\/youtu.be\/18zvlz5CxPE\r\n\r\nYou can view the transcript for \"What does my headscarf mean to you?\" here (opens in new window).<\/a>\r\n
\r\n

LEarn More<\/h3>\r\nTo take D&I to the next level, raise your awareness of unconscious bias and use design hacks and technology to circumvent automatic reactions. For more perspective on how to cultivate diversity, refer to GGSC\u2019s How Do I Cultivate Diversity<\/a> page. To quote Abdel-Magied: \u201cIf we want to live in a world where the circumstances of your birth do not dictate your future and where equal opportunity is ubiquitous, then each and every one of us has a role to play in making sure unconscious bias does not determine our lives.\u201d Perhaps, with practice, egalitarianism will become our default.\r\n\r\n<\/div>","rendered":"

\"A<\/p>\n

Although decades of advocacy and diversity training have had an impact, the results have been mixed. The upside: Deloitte\u2019s research into the current state of inclusion found that 86% of respondents felt they could be themselves most or all of the time at work.[1]<\/sup><\/a> That statistic represents a significant improvement over a relatively short period of time. A survey conducted six years prior found that 61% of \u201crespondents felt they had to hide at least one aspect of who they are.\u201d[2]<\/sup><\/a> At that time, the conclusion was that \u201cmost inclusion programs require people to assimilate into the overall corporate culture\u201d and that this need to \u201ccover\u201d directly impacts not only an individual\u2019s sense of self but their commitment to the organization.[3]<\/sup><\/a><\/p>\n

On the downside, bias remains a constant, with over 60% of respondents reporting bias in their workplace.[4]<\/sup><\/a> Deloitte reports that 64% of employees surveyed \u201cfelt they had experienced bias in their workplace during the last year.\u201d[5]<\/sup><\/a> Even more disturbing, 61% of those respondents \u201cfelt they experienced bias in the workplace at least once a month.\u201d The percentages of respondents who indicated that they have observed bias in their workplaces during the last year and observe it on a monthly basis are are roughly the same at 64% and 63%, respectively.<\/p>\n

\"Photo<\/p>\n

Research suggests that bias is now more subtle\u2014for example, an act of \u201cmicroaggression\u201d rather than overt discrimination. It is, however, no less harmful. Deloitte\u2019s 2019 research found that bias impacts not only those who are directly affected, but also those who observe the behavior. Specifically, of those who reported experiencing or observing bias: 86% reported a negative impact on happiness, confidence, and well-being; 70% reported a negative impact on engagement and 68% reported a negative impact on productivity.[6]<\/sup><\/a> Executive coach Laura Gates observes that the price of not addressing corrosive interpersonal behavior is too high. She notes that \u201cif people don\u2019t feel safe, they can\u2019t be creative. If they aren\u2019t creative, they can\u2019t innovate. If they don\u2019t innovate, the business eventually becomes obsolete.\u201d[7]<\/sup><\/a><\/p>\n

Given the slow pace of progress on D&I , it may be worth looking at the situation as Melinda Briana Epler proposes in one of her ally recommendations. Specifically, if it\u2019s not working, it may be you. Although we are generally aware that our perceptions are subjective, we are largely unaware that there can be a disconnect between our conscious thoughts and our unconscious beliefs or biases, primarily a product of socio-cultural conditioning. To see how this might play out, watch Yassmin Abdel-Magied\u2019s \u201cWhat does my headscarf mean to you?\u201d TED Talk.<\/p>\n