Why Do Corporate Diversity Programs Fail and How to Fix Them?

TL;DR

Corporate diversity programs often fail because they focus on individuals rather than addressing systemic bias within business structures. Small, evidence-based changes, like implementing bias interrupters and tracking metrics, can lead to significant improvements in diversity outcomes across all groups in an organization.

Transcript

Transcriber: In 2018, two Black men went to a Starbucks to wait for a business associate. But when they asked to use the bathroom, the manager ordered them to leave. They refused. He called the police, and the video went viral. Amidst an avalanche of bad publicity, Starbucks closed all stores across the country for four hours of diversity training... Read More

Key Insights

• 🏢 Companies often try to address structural racism and diversity issues with one-off diversity training or employee resource groups, but these basic tools don't change business systems that propagate bias.
• 🌍 To effectively tackle diversity issues, companies should use evidence and metrics, just as they would for any other business problem.
• ♀️ Different groups face various forms of bias, including having to constantly prove themselves, walking a tightrope between being authoritative and likeable, and experiencing conflict within their own group due to bias.
• 👧 Motherhood can lead to assumptions of incompetence and being undervalued in the workplace, while racial stereotypes hamper the career advancement of certain groups.
• ♀️ Bias interrupters, evidence-based and metrics-driven tools, can help address these biases and make progress towards diversity goals for all groups.
• 📈 Metrics are crucial for identifying where diversity challenges occur, establishing baselines, measuring progress, and implementing effective changes.
• 💼 Companies that have employed bias interrupters have seen significant improvements, such as increased mentions of leadership for people of color in performance evaluations.
• ✅ To make progress, CEOs should use standard business tools, start from the evidence, gather metrics, and keep working at it until diversity goals are achieved.

Questions & Answers

Q: What incident prompted Starbucks to close all its stores for diversity training?

In 2018, two Black men were asked to leave a Starbucks after the manager ordered them to do so when they asked to use the bathroom. The incident went viral and caused a wave of bad publicity, leading to Starbucks closing all its stores for four hours of diversity training.

Q: Why does the speaker believe that one-shot bias training doesn't work?

The speaker believes that one-shot bias training doesn't work because it doesn't bring about meaningful change in a company's culture. To address structural racism, the focus should be on changing the underlying business systems that perpetuate bias, such as hiring practices and performance evaluations.

Q: What are the five patterns of bias that the speaker's team has identified?

The speaker's team has identified five patterns of bias that repeatedly emerge in workplace interactions. These patterns are:

1. "Prove it again" - Some groups have to constantly prove themselves more than others based on race, gender, age, disability, LGBTQ status, and social class.
2. "The tightrope" - Women and people of color often face a double bind, where they may be seen as abrasive if they assert authority and unqualified if they don't.
3. "The tug-of-war" - Bias against a group can lead to internal conflict within the group, as individuals compete for limited opportunities.
4. "The maternal wall" - Mothers are often stereotyped as being less committed, competent, and trustworthy in the workplace.
5. Racial stereotypes - Asian Americans may be seen as technically skilled but lacking in leadership potential, while Black professionals report high levels of isolation and disrespect.

Q: What are some solutions the speaker suggests for addressing bias and achieving diversity goals?

The speaker suggests using "bias interrupters" as evidence-based and metrics-driven tools to address bias effectively. By tracking metrics throughout the hiring process, companies can identify where bias may be present and make appropriate changes. One example given is redesigning performance evaluation forms and providing workshops to educate employees about bias. The speaker emphasizes that evidence and metrics should guide the design of systems and culture to benefit all groups in achieving diversity, equity, and inclusion goals.

Summary & Key Takeaways

• Starbucks closed all stores for diversity training after a manager called the police on two Black men for asking to use the bathroom, but this approach is insufficient in addressing structural racism.

• Companies need to focus on changing their business systems and structures rather than attempting to fix individuals through diversity programs like bias training or resource groups.

• Using evidence-based tools like bias interrupters and metrics can effectively address bias and achieve diversity goals, benefiting all groups within an organization.