Having a diverse and inclusive workplace, more than just the numbers

“We’re working on creating a more diverse environment”, it’s the words most of us have heard before in the context of a workplace. However, how many of us are actually feeling or experiencing this change? And what does it look like?

In my experience, it has been common for companies to release reports each year with an overview of their employee statistics “Wow look at us, we have a 50/50 percent split between genders!” However, when actually taking the time to look into it, often you will find (in my experience anyway) is that most of the senior roles are still filled with those who identify as male. So yes, technically the company has become more ‘diverse’ on paper, but is that what diversity is about? Surely not.

A great example was mentioned in a recent study by Harvard Business Review and explained that:

“While boards have been appointing a lot more women, those women are almost exclusively white and from high social class backgrounds. These higher-class, white female directors tend to bring similar perspectives as existing directors”.

Again, the above may look like diversity on paper, but in reality, there is little to no diverse decision making or perspective coming out of this group, who is essentially making decisions on behalf of the company.

Rowena Estwick explained in a 2021 article the essence of the issue very succinctly: 

“When and how you involve different voices matters, and underrepresented voices need to be in a position to be heard.” 

To us, diversity and inclusion has nothing to do with the numbers, the quotas or whatever looks good on paper. It’s about allowing certain behaviors that welcome diverse perspectives, in a place that they will be heard, acknowledged and shared.