Progress through Protests

As the common goals of diversity, equity, and inclusion become even more widespread, organizations have the responsibility to cultivate diverse, thriving environments for employees and for society. Many organizations recognize the importance of diversity and inclusion in the workplace. Often, they make deliberate efforts to expand representation by hiring people from a variety of backgrounds and ensure that all employees in the workplace are respected and valued regardless of their backgrounds. (Hecht, 2020) While it is clear current diversity efforts are deficient, organizations must embrace change as it is part of the growth process and demonstrates commitment to learning and long-term transformation.

The widespread protests have sparked a national movement to pledge a renewed commitment to diversity and inclusion. The protests elicited many organizations to reassess diversity in their respective industries. Although organizations had previously established policies and practices in place, the protests have put an influential spotlight on inequality in the United States and have highlighted the responsibility employers have to evolve their diversity initiatives. (Winfield, 2020) Returning to “business as usual” will not be ethical for organizations. Protests improved awareness of these policies and emphasized the significance of change. While it is a challenge to determine the best areas for improving diversity initiatives in the workplace, the benefits to organizations can be rewarding.

As a result of the protests, General Motors, an automotive manufacturing company, announced that the organization will be launching an inclusion advisory board aimed at creating a more inclusive workplace. Fashion retailer American Eagle Outfitters immediately implemented diversity training with associates and enhanced training videos which utilize techniques from mental health professionals to help diverse employees process their feelings and fight discrimination in their workplace. American Eagle Outfitters developed a selection of trainings to help non-diverse allies promote anti-racist values, and champion the advancement of their diverse colleagues. (Schiavo & Webster, 2020)

Many technology corporations applied improvements in their diversity and inclusion programs. Microsoft released a five-year plan that details how the organization plans to combat racial injustice, inequality and address the needs of other underrepresented groups. A main goal of Microsoft’s plan consists of increasing representation and generating a culture of inclusion by investing an additional $150 million into diversity and inclusion initiatives. Apple offers Diversity Network Associations, which are employee-led groups designed to foster a culture of belonging through education, leadership programs, and networking. Amazon has introduced diversity and inclusion training globally for its employees. (White, 2021) Slack, a business communication organization, prefers to take a holistic approach to building an inclusive and diverse company and culture by expanding recruitment efforts and providing career development and mentorship opportunities to employees. Facebook committed to spend $1 billion with companies that are certified as “minority, women, veteran, LGBTQ+, or disabled-owned,” also known as “diverse suppliers”. Google pledged to amplify the representation of underrepresented groups by 30% by 2025. Additionally, Google created a task force to identify challenges with hiring, retention, and promotion at all levels for underrepresented groups. They are analyzing how to improve the process for diverse candidates and employees, as well as mandated management training for diversity, equity, and inclusion. (White, 2021)

Diversity and inclusion efforts in the workplace must look unlike anything we have perceived or accomplished in past decades. Buchanan, Bui, and Patel (2020) stated, “It looks like these protests are achieving what very few do: setting in motion a period of significant, sustained, and widespread social, political change; We appear to be experiencing a social change tipping point —that is as rare in society” (para. 21). Organizations must commit to sustained steps over time to demonstrate they are making a multi-faceted and long-term investment for change. (AIESEC, 2020) Overall, diversity and inclusion foster a more creative and innovative environment and representation is fundamental to success in an ever-growing, ever-changing, and ever-connected world.

References

AIESEC. (2020). Diversity in the Workplace: Threats and Reform. Hard Hitting Topics. Retrieved from https://www.aiesecus.org/posts/diversity-workplace-threats-and-reform.

Buchanan, L., Bui, Q., & Patel, J. K. (2020). Black Lives Matter May Be the Largest Movement in U.S. History. The New York Times. Retrieved from https://www.nytimes.com/interactive/2020/07/03/us/george-floyd-protests-crowd-size.html.

Hecht, B. (2020). Moving beyond diversity toward racial equity. Harvard Business Review. Retrieved from https://hbr.org/2020/06/moving-beyond-diversity-toward-racial-equity.

Schiavo, A., & Webster, K. (2020). Employers Scrutinize Diversity Efforts as National Protesters Demand Change. Employee Benefit News. Retrieved from https://www.benefitnews.com/news/employers-scrutinize-their-diversity-efforts-as-national-protesters-demand-change-over-racial-equality.

White, S. K. (2021). How Top Tech Companies are Addressing Diversity and Inclusion. Diversity and Inclusion. Retrieved from https://www.cio.com/article/3570512/how-top-tech-companies-are-addressing-diversity-and-inclusion.html.

Winfield, A. (2020). How #BLM has redefined D&I in the workplace. HRExecutive.com. Retrieved from https://hrexecutive.com/how-blm-has-redefined-di-in-the-workplace/.