Down the Rabbit Whole Of Workplace Dynamics

These are realities we are facing...

  • Nearly 25% of underrepresented men and women felt stereotyped in their previous job and at nearly twice the rate of white and Asian men and women.
     

  • Less than 23% of white people and more than 63% of blacks believe that black people are treated less fair in the workplace than whites. 40% of people between the groups understand things very differently...
     

  • In tech, 40% of men from from underrepresented groups - such as African Americans, Latinos and Native Americans - were likely to leave the workplace due to unfair treatment.

  • Women in tech leave their jobs at 2x the rate of men.
     

  • Working Americans who reported recent or current change were almost three times more likely to say they don’t trust their employer (34% vs. 12%) and more than three times as likely to say they intend to seek employment outside the organization within the next year (46% vs. 15%) compared with those with no recent, current or anticipated change.
     

  • Workplace stress leads to an increase of almost 50% in voluntary turnover. 

Sources: Harvard Business Review, American Psychological Association
This is the Old Common Story

There isn’t mutual understanding and everyone is losing. Colleagues don’t understand one another’s circumstances and relationships feel tense. People feel disrespected and distrustful, and to talk openly about differences is scary. Organizational growth is an ongoing intention that entails change. Change inevitably evokes strong emotions. Managers are confused and stressed. Employees are searching jobs and browsing online to relieve the mind. Everyone feels frustrated because we all want relationships to work better but can figure out how.

Given History, Diversity and Inclusion Initiatives are Inherently Tricky

Imagine, one sunshining day full of options Shaye and the rest of management are mandated to attend the annual diversity training. Based on prior experiences some people feel anxious, others feel annoyed. Shaye already lost faith that biased decision-making and disrespectful behavior will change. Everyone’s been down this road before and it’s painful because despite everyone’s best efforts things haven’t changed and all the evidence confirms we just can’t do it and we can’t trust the man on top to really help.

How About The Consequences of Trainings That Don't Work?

Research by Harvard Business Review shows mandatory diversity trainings, job tests, and grievance systems are three main D+I interventions used by nearly half midsize companies and nearly all Fortune 500. Evidence demonstrates these interventions to have consequential outcomes:

 

On all levels people wonder if it’s all a political show. Relationships and biased behavior are worsening. Trust dissipates and weakens people’s overall belief in management. People aren’t bought into the organizational mission because buy-in is built on trust. The uphill battle for creating an engaged and inclusive workforce is steepening, one “training” at a time. High turnover continues. Change fuels anxiety. The cycle continues as employees hang on for as long as they can.

Had Enough of This?

How About When Workplace Culture is Working?
  • Organizations with highly engaged employees had an average 3-year revenue growth 2.3 times greater than companies whose employees were only engaged at an average level. (Source: UNC Kenanflager Business School)

  • Customer retention rates are 18% higher on average when employees are highly engaged (Source: Cvent)

  • Organizations with highly engaged employees had an average 3-year revenue growth 2.3 times greater than companies whose employees were only engaged at an average level. (Source: UNC Kenanflager Business School)

  • Customer retention rates are 18% higher on average when employees are highly engaged (Source: Cvent)

Check it Out...

Ongoing opportunities to connect, to create, and to contribute is we all need.

Diversity is everywhere and when people feel included inspiration happens naturally and more people feel invited.

 

We need to work together to build trust and foster connection between people. Invite multiple styles of learning and expression. Play on common ground by engaging the arts. Invite stories. Stories lower cortisol levels and release oxytocin. This creates ease and understanding. Provide clear ways for people to bring forth a shared workplace vision in personally meaningful ways.. When people are engaged and feel like their experiences really matter, magic happens.