So, what IS diversity?
Diversity is a buzzword. There’s no getting around it: it’s trending, it’s a live issue in the fastest-growing industries, and it means nothing and everything all at once. It can be hard to keep a pulse on what types of diversity matter to you, or where you can get started, or what to tackle first. And with the pushback on diversity getting more and more vocal, things are getting even more confusing.
At NameShouts, we talk a big game about diversity, as you might have seen from our previous posts. But we probably should elaborate on what we mean by that. Sit back, relax, and grab your reading glasses, because we’re going to give you the run-down on some of the most pressing meanings of diversity, and why these types of diversity matter.
Gender Diversity:
This is a big one. As you already know, women earn 10–30% less than men across 83 countries. They also only occupy 22% of parliamentary seats worldwide, and, according to this infographic from The Muse, 11% of executive positions in Fortune 500 companies. Women are underrepresented and underpaid across industries, and it’s been especially visible in tech.
Why does this matter? Well, mainly because it does. But according to that same infographic, those women-led Fortune 500 companies saw big increases in their ROI compared to other, less equality-driven organizations. 66% increase in return on invested capital? Sounds pretty good to us. Plus, with tech developments in the AI sector entering other industries, it’s important to have unbiased intelligence — something that’s impossible to begin building without the presence of women developers and engineers.
Some cool initiatives to check out on this front include Women Who Code — and our local Canada Learning Code — Paradigm4Parity and #MovingForward, an actionable plan for committing VCs to anti-harassment policies.
Ethnic/Racial Diversity:
Another big one, and a huge talking point across North America and Europe, is racial diversity. As we’re constantly pointing out, the world is becoming increasingly globalized. Demographics are changing at incredibly fast rates, and people are more mobile than ever.
The unfortunate reality is that’s not going to sit well with everyone. People feel as though their cultures are threatened by the movement of others. But embracing diversity can lead to stronger relationships and more prosperity. After all, isn’t that the powerful vision behind the North American “melting pot?”
But racial diversity is just as powerful statistically. There is a constant stream of emerging research that advocates strongly for building, and properly managing, an ethnically diverse workforce. Racial diversity in the office allows for wider cultural input, building a “diversity of thought” that’s imperative to a modern business’ success.
From consulting to technology, there are many steps a company can take to commit themselves to ethnic/racial diversity. Check out this article we wrote earlier this month on how tech-forward companies are backing up diversity and inclusion with data and machine learning.
Diversity of Sexuality:
In 2015, Monster.ca reported that 30% of gay, lesbian and bisexual people in Canada voiced that they have experienced discrimination in the workplace. In 2015: the same year Trudeau declared as the moment workplace discrimination was no longer acceptable! Clearly we have some ways to go with regards to the issue, and towards accepting all people, no matter who they love.
Why is this type of diversity important? Again, the statistics speak for themselves: having a diverse set of minds in a workplace leads to the diversity of thought many businesses are looking for in the 21st century. But inclusion also helps individual workers perform. GLAAD reports that businesses can not only retain and increase the efficiency of LGBTQ workers, but can also increase their reputation among LGBTQ customers, of whom 87% will consider brands that provide equal workplace benefits.
There are a number of groups and initiatives taking up the issue of LGBTQ inclusion in tech. Some of our favourites include StartOut, a nonprofit community and database, Queer Tech Montreal and PowerOn.
Diversity of Age:
Ageism is a term that can be thrown around jokingly, but remains a harsh reality for many of the more experienced voices in the workplace. Just as team photos have become more scrutinized for the diversity of the races and genders represented, so too are they being looked at for lacking representation of older employees.
With three generations still in the workforce together, it’s essential to make sure those who have the most years of experience aren’t shut out altogether.
How do we account for diversity of age? It’s pretty similar to the other suggestions we have in this article. Inclusion is paramount to a diverse and motivated workforce, and making sure the older employees at your company can be as part of team-building, decision-making and company culture is key. And look out for hiring buzzwords like “energetic” and “fresh”: these often filter out senior professionals, who may be more qualified than other candidates, from even applying to a position.
With three generations still in the workforce together, it’s essential to make sure those who have the most years of experience aren’t shut out altogether. Salaries drop when employees hit 45, and two-thirds of older tech workers in the US have faced workplace discrimination. With a change in attitudes about both younger and older employees, perhaps we can start working on those numbers.
“Diversity of Thought”:
A major talking point for debates on diversity and inclusion is the need for “Diversity of Thought.” It’s a subtle concept, and it’s trickier to place than other forms of diversity. But it’s still important for a workplace or learning environment to foster this diversity of thought: the idea that your employees bring together different experiences, mindsets and intellectual values to build a stronger company culture — and a better product. Diversity of thought, which is possible through — you guessed it — actual diversity, is an imperative in the 21st century: without your employees bringing the full breadth of their experience to the table, you won’t be able to access their full potential. And in order to build an environment where that experience is being leveraged effectively, it’s important to make sure people feel included.
That means that people of all beliefs and backgrounds should be welcome to partake in company decisions. They should all share the work, to maximize efficiency and quality. They should constantly be a part of workplace culture and discussion. That’s inclusion, and inclusion is the key to unlocking the mythical properties of diversity of thought.
Of course, that’s where many of the aforementioned initiatives, and even us at NameShouts, are looking to go. Diversity is meaningless without inclusion, and, in the long run, it is inclusion that will lead us to more effective work. Whether you’re a student, a teacher or an executive decision maker, it’s difficult to voice your opinion if you don’t feel like it matters. And the first step is building inclusive environments that foster diversity — of people and thought.
NameShouts can help you foster a diverse and inclusive environment, which will in turn, lead to higher efficiency and wider viewpoints. Click here to sign up for a free API key today.
