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The Diversity Elephant
They say honesty is the best policy, so here I share the reality of what people think when they hear the words Diversity and Inclusion. They might not tell you to your face, but believe me, they mean it.
“We don’t really care about diversity and inclusion strategies, it just feels like social propaganda to help people who don’t work as hard as others and provide them with an easy path to success. We all have the equal HR laws and policies in place these days to make sure everyone has a fair chance.So stop the chatter and let’s get to the real work.
These feelings are present in more people than you can imagine. Not because these people are all racist or even against the principles of inclusion, it’s mainly because they don’t connect the dots about how it affects them or society in general. The truth is, all of this talk of diversity and inclusivity isn’t exciting like quantum physics, or critical like medicine, or technical like engineering, or essential like math or even cooking. But it impacts each of these areas, and countless others, because all of these areas have one thing in common, they all need people. People are those who are innovative, technical, creative and make the world the best it can be. And when people can’t do those jobs, we collectively suffer as a society.
If Einstein had been born a woman, the truth is that we would never have heard of him. Because in the early 1900s, women had no opportunity to be part of the scientific world along with countless other fields, because men had decided that was beyond them. He would have been lost in the world of physics and we would have been lesser, all because of his gender and the lack of inclusion at that time. That’s a fact and that’s where my truth about diversity and inclusion begins.
The truth there
So for those of you who think all is well now and equality has been achieved. Sorry to burst your bubble, but we’re not even close. I could write a thesis on the inequity and inequality that exist in all different aspects of society, but I’m just going to share a few to get the ball rolling.
“Women make up 51% of New Zealand’s population, but only make up 2% of CEOs at New Zealand’s 50 largest companies.”
“Maori make up 15% of New Zealand’s population, but they make up 50% of the prison population.”
“In the UK, a study showed that if your name is Adam instead of Mohammed, you were 3 times more likely to be accepted.”
The first thought some of you will have is, “Maybe these groups themselves are responsible for their situation. Maybe men are just better at being CEOs, or women should just work harder. Maybe Maori should stop committing crimes so they won’t be in jail. As for those ethnic people, they should just change their names to “normal” sounding names, and then they will get the jobs.
Simple isn’t it? Well, unfortunately, that is not the case.
The reason such inequalities still exist is that although implementing equality and equity laws is an essential step, it is only the first. The reason women can’t break the glass ceiling, ethnic people can’t get interviews, and the justice system seems to target specific population groups is the prevalence of unconscious bias.
What is unconscious bias?
Unconscious bias, unlike conscious bias, occurs when you make decisions in favor of specific people or ideas without even realizing it. This mode of operation exists in everyone and we use it all the time to go about our daily business. As humans, we like to order our world in such a way that we can make quick decisions, and letting our unconscious mind make those decisions frees us from complex thinking.
Unfortunately, our unconscious is only a product of the environment in which we grew up, it integrates our beliefs, our stereotypes, our prejudices and even our biological preferences. Therefore, as soon as our unconscious mind comes into play, whether we intend it or not, a bias is inevitable.
This is the reason why even after years of awareness raising, equal laws and countless trainings, people still make decisions that negatively impact specific groups. Here is an example of unconscious bias at play
When you look at the dress shown in the link below. What color do you see?
https://en.wikipedia.org/wiki/The_dress#/media/File:The_Dress_(viral_phenomenon).png
Depending on how you are biologically wired to see this, you will either see the colors gold and white, or blue and black, and some blue and brown. Interesting isn’t it.? There is no right color, it’s just our personal preference.
It was an example of unconscious bias that is biologically rooted in us.
Another example of unconscious playing bias was seen in top American orchestras until the late 1970s. Orchestras only had 5% of their performers who were women and even though the selection board tried to be fair and to select on merit, the women were simply not selected. So they decided to do something new, holding blind auditions where the interview panel couldn’t see the musician, as they were separated by a curtain. What do you think happened?
This change alone increased the chances of women being selected by 50%. All because even though the panel members apparently had no prejudice against women, they subconsciously preferred male performers. Today, women make up nearly 30% of orchestras in the United States.
“You can’t stop unconscious bias, but you can take steps to stop it from impacting your decisions.”
So where to go next?
My first request would be that you accept the fact that you are susceptible to prejudice, like everyone else. Self-awareness leads to personal responsibility and you can then work with your organization to ensure you have the right strategies in place to prevent unconscious bias from impacting your decision-making.
Just remember, you don’t want to be the person or organization that refused to interview the next Einstein because his name was Mustafa or didn’t promote the next Steve Jobs because he was called Helena.
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