Jason R. Thompson - Diversity and Inclusion Matters

Instead of surveys, I would recommend you do some other things. First, look at retention statistics for each department. This is specific data. Do you see high turnover? Unfortunately, much of this data reflects what has already happened, but at least it gives you a data point that you can use. High turnover can be addressed by working with the leader who's creating the problem. There's no need to train everybody and hope the managers who are hurting retention get it.

Quite frankly, most people don't know where to start with a DE&I program, and that can be very detrimental to the overall success of the program. If you are working with qualitative data, you would most likely start your diversity program by sourcing an outside program and applying it, regardless of the fit. On the surface, it looks like you're doing something, but it's not effective. That's why the type of data you collect is crucial. You need to see the whole story as it relates to your particular company. You need to understand how your company is doing in terms of recruiting and retaining a diversity of candidates in real time. In the next chapter, I will share with you what data to collect, where to get it, and what specifically to look for once you have it.

The other half of this framework is retention. In the simplest terms, this is inclusion. Ask yourself four questions about the employees of your company:

1 Who stays?

2 How long do they stay?

3 Do they get promoted? (And, how long does it take to get promoted?)

4 What are you doing to keep them?

The first three questions are answered with the CAPE process, which I will cover in Chapters 3through 7.

The fourth question; What are you doing to keep them? Is the work you do to develop employee resource groups (ERGs), DE&I training, workshops, and professional development. (I'll cover these in Part II.) Professional development doesn't mean preparing People of Color and women for leadership positions. If this was your first thought, please check your bias now. One of the assumptions that limits opportunities for women and People of Color is that they are unprepared and/or need preparation. Professional development includes the unconscious bias training that all leaders should participate in to reduce bias in the hiring and promotion process.

To change the culture of the organization, you need a shared language and understanding of where the company is going.

Diversity is about reflecting the mixture of differences and similarities that we find in the world and acknowledging the related tension as we strive to develop more inclusive and high-performing environments.

Equity is the principle of creating full access and removing barriers to participation. Equity is fair treatment, access, opportunity, and advancement for all people, while at the same time striving to identify and eliminate barriers that prevent the full participation of some groups.

Inclusion is about making people feel welcomed and valued. Inclusion is retention.

The best way to get organizational change and create an inclusive environment is to use organizational change models and principles, such as the ADKAR model.

1 1. Edward H. Chang and his colleagues (July 9, 2019) wrote a piece in the Harvard Business Review entitled “Does diversity training work the way it's supposed to?” Noting that although virtually all Fortune 500 companies offer diversity training of some kind, few of the companies measured the impact of the training. The authors created their own training and tracked outcomes. Findings are intriguing and indicate impact on attitudes but not behaviors. Accessed on April 8, 2021 at https://hbr.org/2019/07/does-diversity-training-work-the-way-its-supposed-to

2 2. Tyler Sonnemaker (December 31, 2020) summarized the discrimination law suits in 2020 for Insider. The article, entitled “2020 brought a wave of discrimination and harassment allegations against major companies, like Amazon, MacDonald's, and Pinterest,” noted that 99% of Fortune 500 companies settled at least one discrimination suit since 2000. Accessed on April 8, 2021 at https://www.businessinsider.com/every-company-that-was-sued-discrimination-and-harassment-lawsuits-2020-2021-1

3 3. The change management process can be a key contributor to the success of your DE&I programs. I've found ADKAR to be helpful. The ADKAR model was created by Prosci founder, Jeff Hiatt. You can find more information about the model, change management, and training opportunities on their website at https://www.prosci.com/methodology/adkar

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