{"id":610,"date":"2020-04-07T10:25:28","date_gmt":"2020-04-07T14:25:28","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=610"},"modified":"2023-12-12T17:20:48","modified_gmt":"2023-12-12T22:20:48","slug":"stop-talking-about-diversity-only-during-black-history-month","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/stop-talking-about-diversity-only-during-black-history-month\/","title":{"rendered":"Stop Talking About Diversity Only During Black History Month"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"This article was originally published by The National Diversity Council on March 24, 2020. Diversity is a trending buzzword that people often associate with a checkbox on hiring forms or mandatory trainings that leave employees disinterested and uninspired. Yet, diversity on its own accomplishes little toward bettering workplace culture. The essential companion to diversity is inclusion, where diverse employee groups are heard, valued, empowered and provided access to resources and advancement opportunities.\u00a0 Lack of inclusion stagnates progress, costs companies talented employees and fails to deliver the business results that robust diversity and inclusion initiatives promise. Recognizing the presence and contribution of your African-American employees for 28 or 29 days of the year is glaringly patronizing. This manufactured acknowledgement does little to cultivate an authentic, thriving and sustainable workplace culture and, in fact, consistently backfires, negatively affecting morale and causing employee turnover which diminishes business profitability.\u00a0These checkbox approaches do little to manage unconscious bias, combat microaggressions and establish interventions that effectively recruit, support and retain employees from underrepresented groups. One study, surveying 3,736 full-time professionals of all races, found that today\u2019s diversity and inclusion efforts are failing African-American professionals.\u00a0 The study found that only 8 percent of people employed in white-collar positions are Black, and this proportion falls drastically at higher rungs of the corporate ladder, especially when climbing from middle management to the executive level.\u00a0 However, in the United States, there is a linear relationship between racial and ethnic diversity and better financial performance. Companies with the most ethnically diverse executive teams are 33 percent more likely to outperform their peers on profitability. So, why don\u2019t we make diversity and inclusion initiatives an organizational imperative? The disconnect between holiday recognition and true recognition occurs in more than just February. We celebrate women in their existing professional and managerial roles all March long, but don\u2019t promote them to leadership roles or board roles. Women only make up 6.6 percent of top executives in Fortune 500 companies.\u00a0That\u2019s 33 out of 500. Although that represents the highest percentage to date, it is still underwhelming considering the latest findings from S&P Global Market Intelligence reported that public companies with women CEOs or CFOs often were more profitable and produced better stock price performance than many of the companies that had appointed men to those roles. The grumble from consumers regarding companies\u2019 four week alliance with the LGBTQ+ community in the summer is another example of inauthentic diversity recognition. While some companies do prioritize an inclusive work culture, recent statistics from Human Rights Campaign stated that 46 percent of LGBTQ+ workers feel closeted at work.\u00a0\u00a0 However, creating environments that encourage employees to bring their full identities and experiences to work enhances productivity. And fostering representation of the full range of adult human experience in the workplace increases the likelihood that we reflect and connect with our customers. All business professionals are acquainted with the fact that advancing diversity and inclusion initiatives benefit organizations.\u00a0 However, many are not equipped with the insights to introduce and sustain these efforts, which is crucial to their success. These initiatives must be promoted from the top levels of leadership, incorporated into the strategic plan and goals, weaved throughout the organization and practiced throughout the\u00a0entire\u00a0year. Diversity initiatives are not to be thrown in with extraneous programming such as monthly birthday celebrations and company cookouts. They must be at the forefront of organizational efforts. When companies prioritize a strong diversity and inclusion practice, they\u2019ll experience the benefits of increased profitability and innovation and they\u2019ll be recruiting top-level talent to take their business to the next level. References: Work Institute, Retention Report, 2019 Center for Talent Innovation, Being Black in Corporate America,2019 \u00a0McKinsey & Co., Delivering Growth Through Diversity in the Workplace, 2018 Fortune 500 List, 2019 S&P Global Market Intelligence, #ChangePays, 2019 \u00a0Human Rights Campaign, A Workplace Divided, 2018\", \"US English Male\");\n                }\n            };\n        <\/script>\n     <\/br><br \/>\n<em>This article was originally published by The National Diversity Council on March 24, 2020.<\/em><\/p>\n<p>Diversity is a trending buzzword that people often associate with a checkbox on hiring forms or mandatory trainings that leave employees disinterested and uninspired. Yet, diversity on its own accomplishes little toward bettering workplace culture. The essential companion to diversity is inclusion, where diverse employee groups are heard, valued, empowered and provided access to resources and advancement opportunities.\u00a0 Lack of inclusion stagnates progress, costs companies talented employees and fails to deliver the business results that robust diversity and inclusion initiatives promise.<\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-8878 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png\" alt=\"TDM Library: your one-stop-shop for update, expert DEI Resources. Explore the platform with a free trial. Click here to learn more.\" width=\"1024\" height=\"341\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-1024x341.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-600x200.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-300x100.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C-768x256.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/NEW-TDM-Library-Display-Ad_Large-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/341;\" \/><\/a><\/p>\n<p>Recognizing the presence and contribution of your African-American employees for 28 or 29 days of the year is glaringly patronizing. This manufactured acknowledgement does little to cultivate an authentic, thriving and sustainable workplace culture and, in fact, consistently backfires, negatively affecting morale and causing employee turnover which diminishes business profitability.\u00a0These checkbox approaches do little to manage unconscious bias, combat microaggressions and establish interventions that effectively recruit, support and retain employees from underrepresented groups.<\/p>\n<p>One study, surveying 3,736 full-time professionals of all races, found that today\u2019s diversity and inclusion efforts are failing African-American professionals.\u00a0 The study found that only 8 percent of people employed in white-collar positions are Black, and this proportion falls drastically at higher rungs of the corporate ladder, especially when climbing from middle management to the executive level.\u00a0 However, in the United States, there is a linear relationship between racial and ethnic diversity and better financial performance. Companies with the most ethnically diverse executive teams are 33 percent more likely to outperform their peers on profitability.<\/p>\n<p><em><strong>So, why don\u2019t we make diversity and inclusion initiatives an organizational imperative?<\/strong><\/em><\/p>\n<p>The disconnect between holiday recognition and true recognition occurs in more than just February. We celebrate women in their existing professional and managerial roles all March long, but don\u2019t promote them to leadership roles or board roles. Women only make up 6.6 percent of top executives in Fortune 500 companies.\u00a0That\u2019s 33 out of 500. Although that represents the highest percentage to date, it is still underwhelming considering the latest findings from S&amp;P Global Market Intelligence reported that public companies with women CEOs or CFOs often were more profitable and produced better stock price performance than many of the companies that had appointed men to those roles.<\/p>\n<p>The grumble from consumers regarding companies\u2019 four week alliance with the LGBTQ+ community in the summer is another example of inauthentic diversity recognition. While some companies do prioritize an inclusive work culture, recent statistics from Human Rights Campaign stated that 46 percent of LGBTQ+ workers feel closeted at work.\u00a0\u00a0 However, creating environments that encourage employees to bring their full identities and experiences to work enhances productivity. And fostering representation of the full range of adult human experience in the workplace increases the likelihood that we reflect and connect with our customers.<\/p>\n<p>All business professionals are acquainted with the fact that advancing diversity and inclusion initiatives benefit organizations.\u00a0 However, many are not equipped with the insights to introduce and sustain these efforts, which is crucial to their success. These initiatives must be promoted from the top levels of leadership, incorporated into the strategic plan and goals, weaved throughout the organization and practiced throughout the\u00a0<i>entire<\/i>\u00a0year. Diversity initiatives are not to be thrown in with extraneous programming such as monthly birthday celebrations and company cookouts. They must be at the forefront of organizational efforts. When companies prioritize a strong diversity and inclusion practice, they\u2019ll experience the benefits of increased profitability and innovation and they\u2019ll be recruiting top-level talent to take their business to the next level.<\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/library\/%20\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone size-large wp-image-8045 lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png\" alt=\"Display ad for TDM Library. Text says &quot;Find more content like this in TDM Library. Start my free trial&quot;\" width=\"1024\" height=\"85\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-1024x85.png 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-600x50.png 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-300x25.png 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C-768x64.png 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/03\/TDM-Library-Footer-Ad-C.png 1200w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/85;\" \/><\/a><\/p>\n<p>References:<\/p>\n<p><a href=\"https:\/\/info.workinstitute.com\/hubfs\/2019%20Retention%20Report\/Work%20Institute%202019%20Retention%20Report%20final-1.pdf\">Work Institute, Retention Report, 2019<\/a><\/p>\n<p><a href=\"https:\/\/www.talentinnovation.org\/publication.cfm?publication=1650\">Center for Talent Innovation, Being Black in Corporate America,2019<\/a><\/p>\n<p><a href=\"https:\/\/www.mckinsey.com\/business-functions\/organization\/our-insights\/delivering-through-diversity\">\u00a0McKinsey &amp; Co., Delivering Growth Through Diversity in the Workplace, 2018<\/a><\/p>\n<p><a href=\"https:\/\/fortune.com\/2019\/05\/16\/fortune-500-female-ceos\/\">Fortune 500 List, 2019<\/a><\/p>\n<p><a href=\"https:\/\/www.spglobal.com\/marketintelligence\/en\/news-insights\/blog\/changepays-although-still-underrepresented-women-in-the-c-suite-are-driving-profitability\">S&amp;P Global Market Intelligence, #ChangePays, 2019<\/a><\/p>\n<p><a href=\"https:\/\/www.hrc.org\/resources\/a-workplace-divided-understanding-the-climate-for-lgbtq-workers-nationwide\">\u00a0Human Rights Campaign, A Workplace Divided, 2018<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>This article was originally published by The National Diversity Council on March 24, 2020. Diversity is a trending buzzword that people often associate with a checkbox on hiring forms or15<\/p>\n","protected":false},"author":2,"featured_media":612,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[65,5],"tags":[74,76],"tdm_type":[92],"class_list":["post-610","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversity-equity-and-inclusion-fundamentals","category-blogs","tag-diversity-holidays","tag-race","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Stop Talking About Diversity Only During Black History Month - The Diversity Movement<\/title>\n<meta name=\"description\" content=\"Learn how to make inclusion a priority in your workplace so you can effectively recruit, support and retain employees from 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