5 Reasons Why Diversity & Inclusion Efforts Fail in the Workplace

Integrating an effective diversity and inclusion plan can be a real challenge for companies everywhere. On the surface, these initiatives are sparked from good intentions. However, while the intent may be optimistic, execution tends to fall short.

Why does this happen? There is often a deep disconnect within companies on why these training courses need to happen in the first place. Eager organizations know it is their obligation to put into place some type of diversity and inclusion workshop, and yet it either fails or becomes ineffective within months. Not only does this waste time and money, but it also encourages the continuous cycle of prejudice and discrimination within their office walls.
This ineffective strategy is no surprise as often  diversity and inclusion workshops are introduced primarily  to comply with government regulations or Corporate Social Responsibility (CSR) guidelines. This mentality of “checking the boxes” does not instill change, promote an equal workplace, or build a sense of community within an organization. Plus, it also mainly focuses on the importance of diversity, completely disregarding the other critical side of the equation - inclusion.

Today’s diversity and inclusion approaches are somewhat outdated, superficial, and frankly uninteresting. In fact, most of these courses and seminars just scratch the surface of what diversity and inclusion is all about. This lack of intention may fulfill a requirement, but it doesn’t allow or promote a company-wide culture change. This restricted approach ultimately leads to disjointed teams and separation among employees.
There are many challenges around diversity in the workplace. This article is going to address some of  the most common diversity problems experienced by companies and discuss how they can be overcome.

Challenges of Managing Diversity In the Workplace

Recruiting with Unconscious Bias

One of the biggest diversity challenges within the workforce begins at the hiring stage. While you may look to hire employees that come from all different backgrounds to create a diverse culture, it's essential to go one step further and hire those that will be able to support and practice equality within their work environment. Simply hiring individuals with different backgrounds is not enough. Consider experience, gender, and sexual orientation when planning your diversity and inclusion initiatives to ensure you have different perspectives in your teams.

Over-Prioritizing Diversity Requirements 

One of the biggest mistakes that many companies make is hiring people from minority backgrounds solely to create diversity in the workplace. While this enforces a diverse mix within the office, it does not automatically enforce  an inclusive workspace. If these individuals are being hired based on their skin tone over their expertise and ability, they may quickly feel like they do not belong or are not qualified enough for the job. This will create an immediate divide among your employees, causing further separation and higher turnover which will prevent a cohesive work environment. Instead of focusing on the quotas, a more appropriate and effective way to promote diversity is to continue to hire those from different backgrounds, but place their qualifications at the same level of importance. Give everyone equal opportunity and be highly aware of unconscious bias during the recruiting process.

Investing in Leadership Initiatives

It’s one thing to hire a diverse team, but it's another when you bring that workplace diversity to your management teams and leadership positions. Remember, anyone is capable of  demonstrating top leadership traits, no matter their background, ethnicity, or sexual orientation. Do not limit anyone’s potential of leading a team or holding an executive position. Providing leadership training and self-awareness initiatives to all levels of your organization is essential. Engaging, supporting, and training employees in all positions will better ensure equal opportunity to all staff members that are working hard and have a desire to grow on both a personal and professional level.

High Expectations That Do Not Deliver Results

A common pitfall when managing diversity in the workplace is that most executives assume that just by providing a D&I course, their employees will naturally create an inclusive culture. That simply is not the case. Workplace discrimination will continue as long as there is no effective diversity program in place. A simple D&I course for your organization is not enough to improve equality and workplace inclusion. It is critical to emphasize the importance of creating an inclusive workplace across all teams and positions within your organization. This ideology needs to be instilled early on and enforced on a regular basis to serve as a pillar within your organization’s values.

Not Setting Measurable Goals

What do you want to get out of your diversity training? How do you measure improved communication and collaboration among your team members? This is a common issue that many companies face. They don’t set measurable goals on how to achieve more diverse and inclusive teams. Without setting any type of metrics or benchmarks, there will be no motivation to stay accountable to your diversity and inclusion efforts.

How to Improve Diversity & Inclusion Within Your Workplace

Having an effective diversity plan in place will not only create a more cohesive work environment, but it will also improve employee turnover and employee satisfaction. Diverse teams based on trust can spark creativity and collaboration among employees, leading to breakthrough innovation. 

So, how do you improve diversity and inclusion plans within a company? It all starts with the training you provide. By providing your team with proper training that’s both engaging and informational, change can be instilled at a deeper level.

When looking for a workshop, look for one that provides training tools as well as situational examples for your team to learn from. Taking a modern approach that can be applied to all aspects of life will not only help your employees manage diverse backgrounds within the office, but it will also teach them how to be more accepting, empathetic, and emotionally intelligent. By taking a more integrative, contemporary approach to your D&I training, the chances of achieving a more inclusive workplace increases.