On Wednesday 9/9/15, Steve Levy and I kicked off the first of three webcasts hosted by College Recruiter called: Honest Diversity Conversations. The aim of these webcasts is to step outside of the realm of the typical diversity conversations. We wanted to open the eyes of business owners and HR practitioners alike to the issues and missed opportunities that exist when we don’t consider the impact of what’s going on in society, their homes and most importantly the impact of our policies and procedures.
Last week we concluded our Honest Diversity Conversations webinars. Our final discussion was about: Bias Leadership. There are so many ways that bias leadership can manifest itself in organizations. What was clear by the end of our discussion, was that race relations, bias in the workplace among other nuisance variables improve when you take care to put the right people into leadership positions. When you do your due diligence to choose the right leaders, they ultimately do what is right. This brings me to another important point- have we loss our moral compass in the workplace? In many cases, I believe we have. There is so much emphasis on impacting the bottom-line that we forget the impact we have on our employees. This omission of thought is very often unintentional. However, employees don’t want to hear what you didn’t intend. All they know is there are instances and situations where their progress and well-being are not being examined or treated consistently and equitably.
Did you know?
2014 was a record year for retaliation claims filed with the EEOC. According to a February 2015 article by SHRM, 2 in 5 (42.8%) of the charges the EEOC received in 2014 alleged retaliation against an employee pursuing discrimination claims. If your leadership is tuned into the workforce for both good and bad cues – how does something like retaliation reach the numbers the EEOC is reporting? It essentially means that HR departments and leaders are not practicing what they preach, In HR, it is quite customary to have a non-retaliation policy. The piece that many employers don’t get is you can draft and implement any policy you want. The issues arise when you are inconsistent in how you apply said rules and more importantly when the “rule book” mysteriously changes depending on your race, creed, gender etc.
These discussions were not your typical diversity discussions. It was created to discuss and enlighten the masses to what really goes on in practice, with intention, and many times in ignorance. We sincerely hope that you will feel empowered to continue these conversations in your own organizations.
For links to the first two recaps and extra teasers see below:
Watch our last Honest Diversity Conversations Webcast on Bias Leadership below.