Most diversity programs aren’t increasing diversity.
They’re using the same approaches they’ve used since the 1960s and these can maker things worse not better
Get your pen and paper ready because I’m going to explain 3 Principles that can Stop Your Diversity and Inclusion Programme From Failing
In todays show we discuss several things including:
- 3 reasons why your Diversity and Inclusion plans fail
- The open secret revealed by decades of social science
- The role of peer group pressure in promoting Inclusion
Here’s some of what I share in the show:
Engaging managers as part of the Inclusion process is effective
“The assumption here is that we are trying to engage managers by prompting them to support our worldview, for example: If you ask someone to write an essay defending the death penalty; even if they oppose the death penalty they will come to see some of its merits.
That hardcore example I just gave came straight from the article.”
Promoting contact between underrepresented and the majority is effective
“Promoting healthy contact between groups reduces bias. Evidence for this came during World War II.
The U.S. army was segregated at the time, and only soldiers who were white served in combat roles. Due to high casualties it was necessary to ask for black volunteers for combat duty. Harvard researchers at that time found that white soldiers whose companies had been joined by black platoons showed dramatically lower racial attitudes and greater willingness to work alongside blacks than those whose companies remained segregated”
Increasing Social Accountability for operational behaviour is effective
“Encouraging social accountability plays on our need to look good in the eyes of those around us. It’s a form of peer pressure”