Continued Conversations into Diversity, Equity & Inclusion
Promoting Diversity, Equity, and Inclusion (DEI) in the workplaces has shifted to the forefront for many companies. in the wake of Black Lives Matter and the continued protests surrounding injustices, the conversation has been a catalyst in many of the areas where injustices and discrimination plays a major role. While this shift has been a positive step forward, some of these initiatives have fallen short of implementing meaningful change, particularly for Black employees.
An issue that arises is companies may focus on increasing diversity without addressing the underlying biases and systemic issues that prevent Black employees from advancing within the organization. It may be a start to shift recruitment to bring in more talented people of color but if the interview process falls short on seeing individuals make it through to the end, what has been accomplished? Management usually has a final say on who they want and often times its falls to who they know. Diversity sometimes isn’t reflected in management and executive level positions. The underlying biases may be hidden when it comes to those in these positions as they could be unaware of the recruitment pool that has made it to the interview with them. Other issues that prevent itself is companies may hire more Black employees at entry-level positions and then fail to provide them with resources needed to advance or often times overlook them as options for promotions or advancements.
The continued promotion of diversity, equity and inclusion often falls to employees of color to lead the charge of the conversation and carry the burden of microaggressions and discrimination in the workplace. unconscious bias training has been introduced but often falls to being a checkbox that needs to be checked as completed instead of addressing the underlying structural inequalities or the unique experiences and perspectives of Black employees. The conversation needs to be more than just conversations. More than just a training exercise and more than an initiative to promote DEI without applying the necessary changes. It goes beyond just hiring more diverse employees. There needs to be policies and practices that continue to be acted on, outside of meetings, trainings and discussions.
While it is important to recognize and celebrate different groups at different periods of time (Black history month, Women’s History month, Asian American and Pacific Islander Heritage Month, Pride, Hispanic heritage month etc.), limiting the conversation to specific months or events can create a false sense of progress. Where does the conversation go once the month ends? Did the moments lead directly to implementing a change? Does it get carried on outside of each specific month of celebration? initiatives should be ongoing and integrated into the fabric of a company's culture and values and promote a culture of inclusion and allyship year-round that works within each group but also across each group. Where does the conversation go from here?
