I can’t tell you how many times I’ve heard top executives utter this load of nonsense.
While diversity and inclusion seem to be the hot topic in business environments today, most organizations possess a skewed definition of the term itself. Let’s take a look at two very different meanings for the term “diversity and inclusion”:
Definition One: Purposely hiring a rainbow of races and lots of women in your organization, often at lower levels, simply to meet quotas.
Definition Two: Hiring individuals with different life experiences, opinions, worldviews, and socioeconomic factors, regardless of race or gender, because your firm truly values variety of thought. This includes both C-suite and entry level positions.
For those organizations currently struggling with attracting, retaining, and developing a diverse workforce, the root of the problem often lies in these opposing definitions. Why is that? I’ll let you in on a little secret: if your organization merely wants to fill some quotas, candidates and employees are catching onto your little game.
In order to truly recruit diverse talent, entrepreneurs must reach a certain level of authenticity that has been lacking thus far. Why should your organization value diversity? Is it simply to “feel good,” or does it also make business sense? We know it is the right thing, but is it also an intelligent business decision? What are the true benefits of hiring from a diverse candidate pool?
Most of all, what is true diversity? Perhaps it is simply color and gender (external characteristics), or maybe it is composed of background and worldview (internal factors). Could it be a mixture of both?
Furthermore, why am I, as a white Polish man, so passionate about the issue of diversity?
Wouldn’t you like to know?
Diversity in Business
“He has no right to talk about this!”
I’m here to tell you that these attitudes are part of the problem. This divide we’ve created in the business world, in which we think we MUST employ someone based on the color of their skin and not their skills, has actually created a cultural rift that has made things worse.
The purpose of this book is to take a closer look at what we’re doing wrong and try and question it. In this book, we’ll talk about the issue with the standard definition of diversity, how to re-define diversity initiatives, and why we should care.