DIVERSITY + INCLUSION: ARE THEY JUST BUZZ WORDS IN CORPORATE AMERICA?
I started writing this post shortly before brands and companies across the world were finally forced to address the “quiet as it’s kept” realities that minorities have lived, experienced, dissected and quietly and exhaustingly dealt with in the workplace—from the frontline and educational settings to cubicles and C-Suite corner offices in corporate (and non-profit) America. It’s an old story with new attention. Different characters, same experiences.
Over the last few months, I’ve watched in awe (and sadness) as fed-up employees have submitted their resignations and exited stage left—but not before penning detailed letters and commentary about the injustices and systemic racism that their employers have ignored, written off or remained complicit in for far too long. Some of the same employers that were quick to issue PR statements during the George Floyd protests following the same script: We’re Watching, Listening and Learning…We Have Work To Do. And so on. Complicit leaders were co-signing and/or sharing these company-issued posts on LinkedIn as if they were not active participants and/or the aggressors in toxic or inequitable workplace cultures while those who were impacted sat back and watched in disbelief. I heard one thought leader articulate it this way: Overt narcissists and psychopaths are creating toxic cultures.
To those who have experienced the ugly side of racism, inequities and toxic work cultures, the statements of solidarity above are just talking points and predictable attempts at damage control with no evidence of real action attached. If there’s no accountability at the top, the talking points will continue to be just that—talking points.
WRITING ON THE WALL: TALK THE TALK, BUT DO YOU WALK THE WALK?
When job seeking (or just reading about companies in general), one of the first things I’ve always taken time to do is visit the website’s ABOUT page, which normally includes information on the LEADERSHIP TEAM. If the page includes headshots of a bunch of men who all look the same, that tells me everything I need to know. If that page also includes one or two women who make up the same demographic as the men, I’m pretty sure that I know everything I need to know. If, by chance, there’s one person reflecting racial diversity, I still feel a story has been told. During these moments, I’ve often wondered: Do companies and their representatives think about these things from the lens of people who don’t look like them? Do they care? Is there anyone from the marketing or PR department briefing those at the top on the optics of having no diverse representation in leadership, yet declaring “Diversity + Inclusion” or “Diversity, Equity + Inclusion (DEI)” statements on their websites and in employer brand communications?
This is why I suggest reading through reviews on sites like Glassdoor and Indeed for employee and/or interviewee feedback. I recall once reading a review where the interviewee’s first impression was that a “progressive” Maryland-based company was not interested in bringing on people of color. Their advice: Stay away unless you want to feel like it’s the 1960s. Ouch…and no thank you.
THE BUZZ WORDS
Diversity + Inclusion
Ok, perhaps a team can be diverse in cultures. But we all know there are many facets of diversity in the truest sense of the word. As a Black woman, I have often been “the only” in my work environments, and it’s difficult to unsee the blatant inequities that I’ve observed at different times based on the overall culture. Another dynamic I’ve observed is that some companies and departments seem to be able to check the “diversity” box by hiring or promoting one or two women into executive-level positions. And that’s great and inspirational in some ways. However, I often think how amazing it would be to also see more women who look like me in those positions (and I don't mean the token hire used to amplify the PR story around diversity). I heard a recent stat speaking to the reality that more progress has been made around gender than around race. Yes, there’s still much work to be done.
Equal Opportunity Employer
What does this statement really mean? According to Merriam-Webster, it’s quite simple. But since we know this definition contradicts many real-life professional experiences, I’ve come to the conclusion that this is just another box that must be checked legally.
The recent displays of optical allyship have been unsettling for those who know better based on day-to-day personal experiences, but like so many things meant for evil or personal gain, some things are finally turning around for good. While I don’t see things changing overnight (or in a meaningful way), I do hope that change is on the way. But mere words are no longer enough.
Now, because of the horrid things that have transpired with police brutality, a light is shining on one of the biggest open secrets: Justice isn’t always just and systemic racism is real. For that, I’m glad—for all my friends, family members and colleagues over the years who have suffered in silence while struggling to remain professional, productive team players and inspiring leaders in spite of not always being treated and acknowledged as valued members of the team.
We studied this poem in high school by Paul Laurence Dunbar, and I think it’s somewhat befitting of the dual identity that people of color often experience while attempting to thrive and survive in work environments that simply are not equitable and inclusive.
WE WEAR THE MASK
We wear the mask that grins and lies,It hides our cheeks and shades our eyes,
This debt we pay to human guile;
With torn and bleeding hearts we smile,
And mouth with myriad subtleties.
Why should the world be over-wise,
In counting all our tears and sighs?
Nay, let them only see us, while
We wear the mask.
We smile, but, O great Christ, our cries
To thee from tortured souls arise.
We sing, but oh the clay is vile
Beneath our feet, and long the mile;
But let the world dream otherwise,
We wear the mask!
I want to be optimistic and hope that the day will come when each person—regardless of gender, racial or ethnic backgrounds—can show up as his or her whole self and enjoy the fruits of equality, job promotions and continued career advancement (and not because of the school you attended, the country club you’re a member of, who you golf with, the family you married into, the cliques you run in, the religious affiliation you share with leaders, or the privilege afforded due to having the complexion connection).
converse + connect
I’d love to hear your thoughts. Are they just buzz words? Can you relate to any of this—whether from direct experiences or observations from afar? Do you have tips on how to navigate workplaces that are more talk than walk?