How to (Not) Fail at Diversity and Inclusion

Companies are making real efforts for better diversity and inclusion...and not getting anywhere. Episode 20 highlights the key reason most D&I efforts fail and provides two recommendations on how to do better.Timestamps:[00:05] - Intro[00:43] - Statistics on the importance of D&I[01:35] - Even though we know how important D&I is, there is still a lot of work to do.[02:12] - When people perceive that companies do D&I out of obligation, it makes feel workers feel less included..[02:48] - Example of Slepian’s suggestions for improving D&I[03:17] - Leaders are focusing on actions they can quantify and do fast, not on truly getting people to change their mindset and see others as human beings.[04:23] - Changing mindsets requires fighting neuroscience. Every time people think the same way, they reinforce neurological pathways in the brain.[05:12] - To shift thinking, you have to give people repeated exposure, not just one-time anti-bias efforts. It is part of your job as a leader to provide that repeated exposure.[06:52] - Policy and procedures have to be clear, because even though thoughts influence behavior, behaviors also influence thought. Enforcing policies in kindness provides behavioral guardrails that can shape thinking.[08:11] - Jesus lived in a rough time and was marginalized Himself. He told the story of the Good Samaritan in part to encourage people--including you--to confront the hate and prejudice He saw.[09:40] - Jesus worked from a place of empathy, so it is important for you to try to be empathetic in your D&I efforts, too. Try to find common ground, however small it might be.Key takeaways:There is a strong statistical case for D&I. Even so, overall, most companies have made very little progress.One big problem is that companies might be putting efforts forward out of obligation. Workers perceive that obligation and know the business isn’t genuine about what it’s doing. This situation actually makes them feel less included, not more.Real change on D&I requires more than just quantifiable initiatives. It requires a mindset shift. Leaders have to believe the initiatives they put forward matters. So D&I starts with addressing how leaders think, and then transferring those new ways of thinking to the entire organization.Fighting bias and prejudice isn’t just fighting culture. It is a matter of neuroscience and building new pathways in the brain, too. That requires repeated exposure.Having kind but clear expectations and protocols around D&I will help ensure that people behave in the way you want to specific individuals and groups. New behaviors will help guide people to new thoughts. Jesus’ story of the Good Samaritan can stand as your call to face the issue head-on. Jesus experienced division and prejudice firsthand. He used His empathy to connect and draw people in need to Him. In the same way, you can try to be empathetic and find common ground with those around you.Relevant Links:Diversity wins: How inclusion matters 57 Diversity in the Workplace Statistics You Should KnowMajority of employees want to work for a company that values diversity, equity and inclusion, survey showsAre Your D&I Efforts Helping Employees Feel Like They Belong?The Neuroscience of Behavior ChangeStarbucks Diversity Training Isn’t Enough. Here’s Why, According to NeuroscienceCTAs:Provided repeated exposure to new D&I ideas and opportunities for everyone on your team.Create clear expectations and protocols around D&I and be consistent but kind in their enforcement. Be courageous when facing D&I problems--don’t shy from doing the right thing, because Jesus never did.Be empathetic with others and let what you learn guide your D&I interactions and initiatives.What’s coming up next:Artificial intelligence (AI) is everywhere. Is that good? Bad? Somewhere in between? Episode 21 of Faithful on the Clock examines when and how to use this tool in your company from an ethical and moral perspective.