“If you want to go fast, go alone. If you want to go far, go together.” Author unknown.
This quote highlights the benefits of collaboration and teamwork, particularly when it comes to diversity and inclusion. It suggests that by working together and valuing each other’s unique perspectives and strengths, we can achieve more than we could on our own.
In a recent de-brief of our People Pulse (Q1 2023) that we run on behalf of The Alliance of Independent Agencies, I noted that nearly a quarter of respondents (23%) rated their agency’s culture with regard to Diversity, Equity and Inclusion (DE&I) as either “unsure”, “not very good” or “poor”. I wanted to look more closely at the possible reasons for inertia among leadership teams when it comes to actively improving DE&I in the workplace.
Here are my thoughts based on the comments given and the work we have done with agencies, membership organisations and corporates over recent months:
- Lack of awareness: Many organisations may not fully understand the importance of diversity, equity and inclusion or the impact it can have on their business. They may not be aware of the benefits of a diverse and inclusive workplace, such as increased innovation, employee engagement, and better decision-making.
- Resistance to change: There may be resistance to change from those who are comfortable with the status quo and are resistant to making changes to the way things are done. This can include managers or employees who have been with the company for a long time and are set in their ways.
- Fear of the unknown: Some employees may fear that changes to the workplace environment could negatively impact their job security or their ability to work effectively. They may also be afraid of new people or ideas that challenge their existing beliefs and ways of doing things.
- Lack of resources: Agencies may not have the necessary resources, including time, money, or personnel, to invest in diversity and inclusion initiatives. This can make it difficult to implement meaningful changes that can have a lasting impact on the workplace culture.
- Unconscious bias: Even those who are committed to diversity and inclusion may have unconscious biases that can affect their decision-making and behaviour. This can lead to unintentional discrimination or exclusion of certain groups.
- Ineffective communication: Organisations may not effectively communicate their commitment to diversity and inclusion, which can lead to confusion and mistrust among employees. Without clear communication and transparency, it can be difficult to build trust and support for DE&I initiatives.
Addressing these barriers requires a concerted effort from leadership and all employees in the agency to actively promote and support diversity, equity and inclusion. This includes providing education and training, creating opportunities for diverse representation, and fostering a culture of open communication and feedback.
As an employee, what are the things you can do to encourage leadership to become better in the area of diversity and inclusion?
- Educate yourself: Start by educating yourself on the importance of diversity and inclusion in the workplace, and the benefits it can bring to the organisation. This can include reading articles, attending workshops, or participating in training sessions.
- Share your perspective: Speak up and share your perspective with leadership. Share your experiences and observations, and how they relate to diversity and inclusion. Be respectful and constructive in your feedback.
- Advocate for change: Advocate for change within your workplace. Bring up specific areas where diversity and inclusion could be improved and suggest specific initiatives that could be implemented.
- Build coalitions: Build coalitions with other employees who share your passion. Work together to bring these issues to the forefront of leadership’s attention.
- Be a role model: Be a role model for diversity and inclusion in your workplace. Actively seek out diverse perspectives and engage in inclusive behaviour. Encourage others to do the same.
- Hold leadership accountable: Hold leadership accountable for their actions. Ask for updates on progress and hold them to their commitments.
Remember, change takes time and effort. By taking these steps, you can help encourage leadership to become better in the area of diversity and inclusion and create a more inclusive and supportive workplace culture for all.
And finally…. From Maya Angelou (1928-2014) who was a celebrated poet, writer, and civil rights activist who spoke and wrote extensively on the importance of diversity and inclusion.
“We are more alike, my friends, than we are unalike.”