On the surface, the creation of DEI (Diversity, Equity, and Inclusion) programs in the workplace appears to be a positive influence. But are these initiatives as effective as they claim to be?
In a world where it is not enough to simply be antiracist or antifeminist, implementing DEI programs may bring minorities to the table of equality. However, does it mean they also benefit like the people already there?
Why Are DEI Programs Currently Ineffective When Applied to the Workplace?
The premise of DEI programs suggests that each employee has a diverse set of needs. Like how people come from different backgrounds, DEI efforts also need to cover multiple bases regarding issues of race, gender, and sexuality.
A TechCrunch article suggests that DEI efforts often focus on the diversity aspect without creating support for equitable and inclusive company culture. Placing minorities in an environment where they face discrimination because of their identity might make them work harder to become accepted. But this can lead to feelings of exploitation and dissatisfaction in addition to feelings of isolation.
On one hand, supporting diversity is beneficial because diverse workplaces increase productivity by 35% compared to competitor companies. However, does this mean that each individual gets the structural support they need in the workplace?
Michele Frank notes that simply increasing the level of women in high-level roles does not help eliminate harmful antifeminist stereotypes. In addition, the article highlights how women often feel like they were hired or promoted to fulfill a quota and not because of their skills and achievements.
The same sentiment also affects people of color. The term “POC” contains potential downsides. An NPR podcast notes how using the word POC as a blanket subject for the topic of a conversation or a focus in a DEI program section exposes how the term can be helpful but also reinforces limitations. The podcast reminds people that the term POC has a racist past and does not include people of color who are white-passing.
Are the Problems of DEI Programs Intrinsic or Extrinsic to These Companies?
The myriad of problems with DEI programs, POC as a term, and women not feeling adequate for the position at work stems from a company culture that wants to appear progressive on the outside but systemically is not.
According to TaChelle L., the harsh truth of DEI initiatives is that these programs often lack commitment and effective communication when hiring an alleged diversity hire. Furthermore, Kimeko McCoy touches upon the issue of toxic positivity and complacency when it comes to ineffectively implementing a DEI initiative in the workplace.
Both professionals who make a living from analyzing and listening to the stories of underrepresented people in corporate culture note how slapping a band-aid on an issue and calling it a day can do more harm than good. The improper implementation of a DEI program can alienate coworkers with marginalized identities as their comfort might seem like a chore to those who do not understand the discrimination that goes unnoticed.
How Can People Effectively Transform DEI Efforts and Programs?
With just a few of the problems with DEI initiatives out in the open, how does one make the changes that minority groups may wish to see in the workplace?
One start to formulating a solution is to look at DEI programs as an infinite marathon and a short-term goal. By reassessing the program as only part of the solution, the mindset where there is the possibility and space to think about the further implementation of equity in the workplace is harder to ignore.
To support this structure, making an engaging program that slowly tackles unconscious bias is essential, such as incorporating mentorship programs with DEI issues in mind. Suppose other employees can see the professional relationships that develop because of the small changes made for their marginalized coworkers. In that case, it becomes easier to see how crucial fostering a truly equitable and inclusive work environment is for other people.
A Forbes article notes that companies with the best DEI initiatives implement support systems for workers who fall into a diversity category. One company the report cites is Abobe, which partnered with HBCUs (Historically Black Colleges and Universities) and non-profit organizations to “get in front of that conversation” involving race in the workplace.
Discrimination towards minorities in the workplace fosters a hostile environment that can be hard to see if one does not look out for those issues. With the implementation of DEI professionals who can see the long-term goals, discrimination in the workplace can become easier to combat.
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