For some time, there has been a question floating around: What is the business case for creating a diverse organization?
But after reading this recent Harvard Business Review article (linked below), a new question presented itself to me: Are leaders willing to make an ongoing commitment to change in their organizations that will actually invite and cultivate diversity, equality and inclusion?
There is a big difference between the “add diversity and stir” method and actually creating and maintaining a culture that engages and retains diverse voices. The former is often mistaken for being all it takes to have a diverse organizational culture but it’s really the latter that has the possibility of achieving what many try to do. It takes a lot more work, but the benefits extend much further than simply creating diversity.
Leaders must acknowledge that increasing demographic diversity does not, by itself, increase effectiveness; what matters is how an organization harnesses diversity, and whether it’s willing to reshape its power structure. (HBR article, linked below)
Here are just a few ways that organizations can start to do the big work of creating a diverse culture, not just a diverse roster:
Share with us how you or your organization are working to create a diverse culture!
Getting Serious About Diversity: Enough Already with the Business Case: https://hbr.org/2020/11/getting-serious-about-diversity-enough-already-with-the-business-case
Alene Gabriel, Guest Contributor and All Around Good Person. Founder of Blue Sky Coaching.