Come Together
Diversity and inclusion in the workplace — where to begin?
As part of and ahead of the Sage Summit, taking place in South Africa 7–9 March, Inquisition recorded a podcast series on the Future of Work, of which Diversity & Inclusion was one of the topics discussed.
In South Africa, we’ve been coerced into a situation where we’re forced to face and engage with each other’s differences head-on, as a result of our tumultuous past, where countries, globally, have not been afforded the same opportunity.
Gender, Race, Age and Disability
As a consequence, minorities across the globe are making their voices heard, for the first time in well… forever. As it stands, it’s only been until recently that females have been afforded the opportunity to hold their own against men in the workplace. Kimberley Axon, Head of People for Sage Africa and Middle-East, who features on the Diversity & Inclusion podcast episode, states it quite pertinently:
“People often ask ‘What does your husband do? Is he comfortable with you being in a senior role?’ You can take the question at face value or you can ask ‘Well, what does your wife do? Is she comfortable with you being in a senior role?’ It’s about pushing back on those biases, on an individual, person to person basis.”
Unfortunately, discrimination doesn’t begin and end with females. People of colour have to fight for their spot in the sun, constantly, with stagnant mindsets delaying their growth, as well as the sidelining of ageing workers or employees with disabilities.
Culture Clashes, Harassment and Discrimination
Diversity and its need for inclusion is of paramount importance if we’re to create a Future of Work that’s inclusive, fair and safe.
However, as obvious as it might be to some, this isn’t the case — yet.
As we’re transitioning towards a more diverse, inclusive space, culture clashes, harassment and discrimination will occur. Why? Because ignorance is bliss. Up until now, these spaces haven’t faced challenges such as this. This is the first time in history where workplaces have had to rethink what it means to provide value beyond its product or service. While a space for white male leaders exists, their time in the sun’s over — the time has come for minorities to shine within the workplace.
As Leola Britton, Talent & Leadership Development Manager at Sappi, states: “It’s time for South Africans to get over themselves. You’re allowed to sit at the table.”
As much as culture clashes, harassment and discrimination will occur, minorities in the workplace need to stand their ground, in unison, with organisations supporting diversity and inclusion policies beyond the workplace: Procedures of reinforcement that has the back of the human, more than the employee.
Ways to Create a Space for Diversity & Inclusion
Human Resources & Diversity & Inclusion Divisions within Organisations
As it stands, procedures of reinforcement of diversity and inclusion is limited to Human Resources, with some organisations branching out into Diversity & Inclusion divisions, with a specific focus on the role.
While these divisions within an organisation are essential, you’ll be surprised to hear that many startups wait to employ an alarmingly large workforce before considering the option (and need) of a Human Resources or Diversity & Inclusion division.
Even in employing a diverse workforce, the ends of the rope starts fraying within these startups as they’re not addressing the daily, continuous macro- and micro-aggressions within the workplace.
We’ve all encountered or been privy to a macro-aggression: A large-scale, over aggression towards someone of a different race, culture, gender, etc. A micro-aggression, on the other hand, is as seemingly innocent as a comment about someone’s hair: “Wow, you look professional for someone with cornrows.” That’s a micro-aggression. This micro-aggression, along with countless others occur daily; hourly. If we spend 70% of our lives with our co-workers, with no outlet for complaints, our lives at work are sure to be miserable ones.
Racially-inclusive & Intergenerational Leadership
Within the idea economy, the more diverse the people you’re working with, the better, more nuanced your innovations. A diverse team has the potential to draw from various backgrounds and influences, making their offerings unique and giving it an edge from the rest.
So what can we do to let these diverse teams thrive? Nowadays, age is just a number and millennials are ready to take on leadership roles. In a lot of cases, they’re better equipped to deal with and adapt to the constant change we’re experiencing in the working world and, if hired from racially diverse backgrounds, you’ve got yourself a set of young leaders who’ll open your eyes to what clients of the future want, from a globally connected perspective.
This shouldn’t alarm aging employees. Millennials and Generation Z wouldn’t exist without you! While younger workers in leadership roles may have their strengths, there are a couple of things to be learned from our aging workforce: Dedication, commitment, quality of work and a springboard from which to adapt older systems.
“It Starts with Parking”
Speaking of an older generation: There’s a saying that goes “It starts with parking”. Now, what that means is while older, established, high-ranking employees receive elaborate parking spaces with their names adorned, other workers within the same organisation may not, yet it’s the first thing they see, every day.
This instantly creates a divide within your organisation. From the moment those workers lay eyes on the CEO’s parking space, they’re aware of their value, position and meaning to your organisation — not much, clearly, by means of parking allocation.
I mention an older generation, as these workers have traditionally climbed a hierarchical ladder to reach the position they, now, hold. While these workers may feel entitled to their positions, the working world had changed and employees, especially younger ones, are seeking as much opportunity and autonomy as someone who’s worked at an organisation for twenty years.
Purpose & Agency
This is why it’s imperative, while hiring for diversity, to not only “tick boxes” (Gender, rage, age and disability) as a means of reputation building and control, but to provide these workers with the agency and purpose they require to not only work, but lead from a diverse standpoint.
Once an employee realises that they have power, within an organisation, without the need of rank or gender, race and age, for that matter, the things they’ll achieve are plentiful and often, unexpected.
It’s obvious, to me, that a diverse workforce with allowed and bestowed agency and purpose, will not only create a more dynamic, innovative future, but an inclusive one, where those previously disenfranchised have the opportunity to show the world what they’re made of and that they’re not to be underestimated.
