Diversity & Inclusion: Current Challenges

We interviewed the leaders of several member organizations to assess the needs, goals, and overall progress of diversity and inclusion amongst those who have begun the journey.  We learned that there is a wide range of definition, commitment, and results among those who participated in the interview process. 

All spoke of the challenges that are inherent with navigating the many complex and sensitive issues that can impact organizations at every level of operations, internally and externally.  You may find that you share some of the same concerns or a similar situation within your own company.   As you read, ask yourself, “Does this fit or describe our situation?”

Are we intentional about diversity and inclusion?

There is a difference between wanting to be diverse and being intentional about diversity.  A business intentional about being environmentally safe performs due diligence in research and numbers analysis.  A business will enforce the most noble labor practices and consistently monitor and measure employee satisfaction.  Typically, any successful business performs ongoing analysis of its operations to keep expenses low and income high by keeping careful watch of the numbers. The profit margin is largely determined by  employee productivity and the cost of doing business.  Careful scrutiny of measurables leads to practical decision-making for continued growth. 

It has been proven that diversity and inclusion enhances innovation and can improve productivity and efficiencies that result in bottom line growth, yet companies are averse to being intentional about diversity.  It is not planned, measured or managed.  On this one particular subject, complacency, passivity, or grand purpose supplants purposeful, defined and measurable effort.

Why?

Over the course of several interviews with SILC members who are captains of industry, one dominant theme emerged: “we’re not doing this well.”

“We don’t have a mission statement.  We’re really new at this.  We’re still trying to understand what it means.”

“We tried to write one.  Our legal department got so upset with all the loopholes, our board backed down on it.”

“Our mission statement is to make the world a different place where people experience…”

“Our challenge is we do not do things by the book or for the sake of numbers or statistics or trying to prove anything to the outside world.”

“Our mission statement:  we want to live in a community where all people have enough.”

“SRB has been primarily concerned with a ‘thin slice’ of social and environmental concerns (mostly environmental).  This is changing to a more "holistic" view of how to company goes about its work and even decides what work is appropriate.”

“Language is a big challenge.  Too often the predominantly white social responsible organizations have tried to reach out to people of color and language is a barrier.  For example, you wouldn’t hear “socially responsible business” at Dreammakers.”

“Companies are not really grounded in the communities they're servicing.  They’ll partner with national non-profit like Boys and Girls Clubs, but not with local organizations that require more research and extra work.  It’s worth it to connect at that level. ”

Which one are you?

How do we hire diverse people?

Members shared their struggles with identifying candidates and in many cases, creating an environment conducive for retaining diverse employees.

“Questions asked or not asked may make it less likely that minority applicants can get the job.  There is often conflict over ethnic and linguistic differences.  Conflict resolution tools may be useful.  We need guidelines for interview practices calculated to favor diversity.”

“We also have an undercurrent that we need to hire people that fit into our culture.”

“Young people don't see these issues and concerns as being so separate.  They expect companies not only to address all these issues, but to be addressing them competently.  They expect us to be diverse and inclusive, and environmentally progressive, and highly collaborative.”

How do we find diverse suppliers?

Members find it difficult to identify qualified vendors who are minority-owned and socially responsible enterprises. 

“It’s hard to get what we need in the way of suppliers.  We’re now taking a look at current major suppliers and realize how non-diverse they are.”

“I really wish that we could do more with the vendors.  I wish there was room for us to help develop vendors.”

“We have an 8-page environmental policy requirement.  We have not been able to find vendors who meet this requirement.  To find companies who are minority-owned is even tougher.”

“We struggled for seven years to find maintenance people.  Brazilians moved in nearby and helped resolve that issue.”

“Part of our criteria for vendors is diversity.”

Which one are you?

How does diversity and inclusion help us grow?

Members shared their concerns and desires about diversity and inclusion as it relates to the growth of their business.

“We may face a very volatile period in the next 50 years if we don’t bring people who are different together (religious, ethnic, values, societal roles) to breakthrough to common, shared beliefs about what needs to be done, to get to a common, shared commitment about what needs to be done.  If we can’t come together, we really do risk extinction.”

"At our retail stores, D&I is more applicable because of customers, body shape and body image.  We want to have clothes for any woman.”

“Our customer is 40+, white, higher income.  How do we expand our audience?” 

“We are membership driven.  We are only going to be stronger because of the membership.”

If we are struggling to be diverse and inclusive, perhaps we should start by being intentional, setting goals and achieving them by using the same tools we use for every other aspect of our business – measurement, evaluation and practical decision-making.  In other words, stop making excuses.