When it comes to representation…
Don’t Talk About It — Be About It.
Diversity, representation, and inclusion have been hot topics in business and in life for years now. We’ve seen the seminars, we’ve read the articles, and we’ve nodded along with the experts… but unfortunately, these token experiences vastly outweigh the actual material changes undertaken by most organizations.
Make no mistake — if your enterprise is still largely “male, pale, and stale,” then you’re painfully behind the times and hurting your own potential for long-term success; a lack of diversity is a tell-tale sign that your organization isn’t a meritocracy, and your talent bench will inevitably suffer as a result. But today in 2021, we’ve actually reached a new inflection point in the discourse on representation: after years of talk, boasting about or publicizing your diversity initiatives today can seem every bit as passé as failing to change at all.
The time for publicizing representation is over — it’s time to walk the walk.
You may be asking yourself “if we’re actually trying to make a change, why shouldn’t we draw attention to it?” There are a few valid answers to that question, but the most prominent and pressing is ‘diversity fatigue.’
Diversity fatigue is real, and it is the result of shared frustration about years of talk failing to transform into meaningful action. As the saying goes, talk is cheap. Inclusion is a commitment that takes resources and energy, which can lead to burnout when the result is mostly more signalling and spotlight-grabbing. Because of this frustration and fatigue, publicizing or boasting about your representation can actually produce a backlash effect, giving the impression that your organization is more interested in tokenism than meaningful change.
Talk less. Do more.
The time to boast about representation has passed. Calling attention to a diverse board or panel today only underscores just how long it has taken your organization to get with the program.
So what can you actually do? Remember that when it comes to representation and inclusion, change is about more than just hiring!
It isn’t only about bringing under-represented people into your organization — it’s about giving them real opportunities, once they’ve arrived. Hiring solely for statistics and visibility is a toxic practice that will eat away at morale, but there’s a simple solution to avoiding this pitfall: allow all of your hires to do what they do best, supplying them with the mentorship, opportunities, and recognition they need to grow in their roles.
Talent is equally distributed, but all too often, opportunity isn’t. That’s where your efforts will make the most difference and help transform your organization.
The Bottom Line?
You don’t need to crow about your representation. A truly diverse organization that creates opportunities for people from all different backgrounds and identities is its own best advertisement, as you’ll have crafted a true meritocracy that allows all of your talent to shine.
So don’t talk about it — be about it.
