Mandatory diversity training can trigger resentment among employees, who may perceive it as a coercive imposition of political correctness rather than a genuine effort to foster understanding and acceptance. Such resistance not only impedes the effectiveness of the training but also breeds cynicism, further entrenching barriers to progress. Explore the challenges and solutions in navigating the pitfalls of in-house diversity training. Gain insights from HR, diversity leaders, and CEOs for effective strategies.
What should have been a routine contact suddenly escalated, and she ended up phoning the cops—an overreaction that effectively branded Johnson as a criminal element when all he wanted to do was assist his granddaughter in opening a bank account. This demonstrates racial inequity in the banking sector.
Companies have posted messages on Twitter and Instagram. They have held listening meetings with employees. They have made vows to buy more from Black-owned firms. A few companies are contemplating further showing how much they want to increase diversity and inclusion by paying their senior managers to adapt or cut back their total compensation if they fail to perform.
At this moment, leaders and managers are scrambling to figure out how to respond to the Black Lives Matter movement and learn more about how they can be anti-racist. From revisiting hiring practices to organizing internal conversations about race and allyship, there’s now a pressure to act quickly in industries thus far moved pretty slowly when it comes to investing in inclusion.
On the way to making great decisions, it’s vital to think critically. Nevertheless, many managers accept the first solution suggested to them. They seldom take time to assess an issue from multiple perspectives. In order to prevent these missteps, there are several items you can do to refine your critical thinking abilities.
Being a manager, you perhaps want to give all your employees more attention. However, sometimes, some employees tend to need more of your time than others. It could be that they frequently ask you to examine their work, seek constant feedback, or repeatedly show up to chat with you. Consequently, what should you do about the needy employee on your team? How are you expected to balance being a responsive manager with the need to get your work completed?
Today human resources professionals spend much time working to create a respectful work environment. Indeed, their tireless efforts should be applauded. Of course, much of that effort is needed to stay in compliance with anti-discrimination and additional workplace regulations. But what if a genuine focus on ethics extends beyond legal conformity?
Several years ago, executives at Citigroup, with the entire global organization, shared Livestream in 96 countries personal stories that resonated powerfully. For example, one executive described how, at an earlier time in her career, she had consistently avoided disclosing that she never attended college. She stated that whenever the conversation turned to ‘what school did you attend,’ she evaded answering, or she would change the subject.
Workplace collaboration is frequently compared to an orchestra preparing for a concert. Musicians rehearse with their instruments. However, when they perform together, they deliver a remarkable sound surpassing what any individual could do unaided. This builds an inclusive team where high trust levels attract, retain, and increase performance. Teambuilding becomes remarkably easier.
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.
Along with others in your role, you transitioned deftly to focus on diversity, equity, inclusion efforts. However, the exhaustion of seeing little to no return on investment is causing fatigue. DE&I is surprisingly uncomfortable for many. It's merely another strategy. Most leaders and employees view such programs as a nice to have that do not apply to them personally nor to their business mandates.
Everyone in your company is responsible for establishing and maintaining an inclusive workplace. Although we focus on the role of human resources and managers, this must not be at the detriment of the personal responsibility we all need to tackle racism in our organization. A systemic, holistic approach is required to address the grassroots causes of prejudice and discrimination – from all of us. This is something for all of us to bear in mind and help encourage.
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,
The most progressive organizations understand the importance of focusing on improving their employee experience by fostering employee engagement has on retention.
Owing to a shrinking labor market, workers have far more alternatives and are changing jobs to accept diversity in lifestyles. Those are the jobs where employees feel they have opportunities to grow and advance their careers.
Steve Jobs is famously remembered for his changing the lives of people with the intensity of his principles. The key to his greatness was his ability to convince people of his way of thinking. What is not spoken of is that Apple's enormous success was Steve Jobs's team that pushed him to reconsider his views. Had Jobs not encircled himself with capable people who could change his mind, he likely would not have made the contribution to the world that he did.