The Problem With Diversity & Inclusion

Thoughts on the D&I from a Future of Work Perspective

Last week marked the deadline for large companies to reveal their final gender pay gap figures across the UK. My timelines and feeds were filled with varying views, outrage as to why a gap still exists, some general confusion are found what the data is really telling us and some people believing that there isn’t a problem and that such attention is fuelling a disproportionate response.

My response;

Anger, confusion, and frustration are all valid responses in their own right, however, society will remain poorer for as long as we fail to realise the value we can all bring.

Inequality is not OK

Large companies have reported their mean and median gender pay gaps with the differences broken down across quartiles from the highest to the lowest paid. Despite being 100 years on from women obtaining the right to vote, women’s earnings are still behind, and progress is slow. In the UK, the average pay gap is more than 18% for organisations that have reported, and nine in 10 women work somewhere that their average pay is less. Although an attempt to provide an open view of the problem, our diversity problem is much bigger.

In recent years we have witnessed various pieces of legislation come into effect in an attempt to tackle inequality. We know it is illegal to pay people differently, should they be performing the same role or “work of equivalent value” because of their gender. This has been the case for the past 47 years under the Equal Pay Act 1970. Additionally, the Equality Act came into force on 1 October 2010, bringing together over 116 separate pieces of legislation into one single Act. Combined, they make up an Act that provides a legal framework to protect the rights of individuals, and advance equality of opportunity for all.

Despite legislation, due to conscious and/or unconscious bias, disparity remains prevalent in today’s business. I am a millennial (just), a woman, and a person of colour. I have spent the majority of my working life in male dominated, industries, where diversity is openly acknowledged to be an issue. Although I recognise the huge progress we have made, I stand by the view that appropriate action is still very much lacking.

There is More to D&I Than Meets the Eye

Today’s approach is not working. I know I am not alone in feeling uncomfortable with the rhetoric that often comes with the Diversity and Inclusion agenda.

I often see well intentioned business interventions, create an underlying feeling of resentment and unease. We remain uncomfortable with with having difficult, complex conversations, both in terms of calling out unconscious / conscious bias or asking questions to further our own understanding. I understand that sadly, targets generate action but are our efforts enough, and do we begin to run the risk of positive discrimination? Obtaining valid, measurable data is often a problem which further compounds the issue.

Without a broader, more open approach, are are we simply shifting the problem, with the possibility of creating another marginalised group? Dare I say out loud — what message are we sending young, white, talented males?

We are certainly seeing data that presents a business case based on profitability, and value creation, not only the fight for social justice. Mckinsey’s 2018 report, Delivering through diversity, reaffirms the global relevance of the link between diversity — defined as a greater proportion of women and a more mixed ethnic and cultural composition in the leadership of large companies — and company financial outperformance. Although compelling, should we really require a business case to generate action? Should chasing profits or meeting targets be the reason behind our efforts?

The discussion needs to broaden. In the same way cultural biases have formed around the role of women, by default they too exist around the role of men. Can we support our male colleagues with the redistribution of the work at home, and responsibilities that come with a dual income household. Do we all fully understand the world of gender identity and expression, or are we often too uncomfortable to ask? Should the conversation around black and ethnic minorities, surpass the colour of skin, and explore the realms of cultural fluency? Are we focusing enough of cognitive diversity, to help solve the complex problems we face today, in a volatile world? Could neurodiveristy create competitive advantage, and what untapped talent is being missed due to a lack of focus on different socio-economic backgrounds?

As changing attitudes to work and life prevail, not to mention evolving constructs of work and family structures, do we need to re-think our old ways? Is there a risk that our outdated approach to D&I does not relate or resonate in the same way with the newer entrants of today’s workforce, given they have been born into a digitally connected world, where relationships cross country, continents, cultures, are a thing of the norm?

Let’s Take Action and Mould the Future at a Local Level

We are responsible for making the change. Redistributing the work at home, striving for equal pay, creating flexible work practices for everyone, are all important yet, are they achieving the outcomes we need, at the pace we need?

We all have biases, and that’s ok, we’re only human after-all. Could it be that simply being aware, and tolerant to tolerance may be enough, for now? Could a data driven approach help to locate bias, and subsequently drive targeted intervention? Why do we ask candidates prior salary during the interview process, is this really an indication of potential performance, or are there better ways to ascertain attitude, potential and ability? Should we educate people on a fair rate of work, creating truly open, transparent salary structures? Is it time to openly question assumptions and can we work together to create a call-out culture?

There are definitely practical, tangible steps that can be taken, we just need to think outside of the box, and where possible use data to inform alternative action. In a world of over 7 billion people, increasingly connected through technology — we cannot possibly achieve the best outcomes until we begin to realise the potential we have uniquely as individuals, by creating a deep understanding of the viewpoints, perspectives and nuisances of us all.

We all need to strive for equality as a collective, regardless or age, gender, sexual orientation, background or heritage, perhaps a focus on human parity. It makes better sense, for society, for business, for each and every one of us. We can build a new normal, create a whole new space which is inclusive for all.

My view;

Let’s not just tweak old standards. Let’s throw them out the window, and let’s reimagine new ones. Let’s make our future world a better place, together.