Years ago I heard someone describe what real inclusion is:
If you have a dance and invite people to the dance, but they never get on the dance floor, that is not inclusion. If you invite people to the dance, actively invite them onto the dance floor, but only play your music and only allow your dance moves, that is not inclusion. If you invite people to help organize the dance, include different types of music and dance moves, maybe even make up some new dances based on different experiences and have everyone trying them, that is getting much closer to true inclusion.
There were a lot of diversity programs that focused on just the diversity aspects and not the connecting points. Yes, honoring diversity, getting curious about diversity, and learning about diversity is important, but everyone comes from a different experience or background, so in some ways, we are all diverse. We just may not recognize it.
Finding connecting points first can be a great way to build connections between employees who may view each other as “different.” This can be with simple things like following the same sports team, being a dog owner, enjoying the same hobby, or having taken a vacation in the same place. Even doing an icebreaker with team members around their favorite color or whether someone considers themselves a tea or coffee person. It may seem trite to some, but it is human nature to connect to someone when you have something in common.
As a company, creating experiences where diverse team members can connect outside of their day-to-day routine can also be very valuable. Some companies will have community days where employees can sign up to do volunteer work. Having four or five options, with a team lead from different parts of the organization, can be a great learning and bonding experience. Some examples could be volunteering at an animal shelter or an elementary school. It could be helping to clean up a ballfield, park, or hiking trail. It could be volunteering at a food bank or tutoring at an after-school program.
Many companies have formal mentorship initiatives. They have been proven to help more diverse employees move into management roles. A way to enhance this benefit is to also have more information on ways for employees to connect with each other. A pilot program could be put in place for managers to try out different informal mentoring ideas to find the ones that work best for their organization.
Though it may not be a popular idea with leadership to interview employees from diverse backgrounds, this information is invaluable. Consider focus groups and anonymous short surveys. This can give you the opportunity to share some of the wins and positives but also be transparent about new ideas the company is considering.
Employee resource groups (ERGs) are also currently getting a bad rap, but consider keeping the ones you may have in place. There is a benefit in allowing groups of people who may feel like the other space to share information honestly. It could be a veteran’s group, a working parent’s group, an empty nesters group, etc. You can encourage each group to share their insights and then share those with leadership and potentially at places like a town hall conversation. However, it is important that these groups are reviewed to align with your company’s mission and values. It’s also important to understand the intersection of different ways in which employees identify.
With all the pushback, you may want to consider renaming DE&I initiatives to something that better resonates with your leadership and your workforce. You may get more positive feedback if messaging moves from “diversity training” to “leadership development programs.”
The business case for diversity at all levels in an organization is clearly there. With some evaluation, piloting and potentially renaming of programs, you can get the financial benefit of an inclusive workforce.