Earlier this week I did a Linked In post expressing discomfort at the way organisations talk about “celebrating diversity”. On this – International Women’s Day – I wanted to explain more fully what underlies my queasiness.
Valuing people with different characteristics for who they are and what they bring to your organisation is a wonderful and important thing to do. However too many organisations “celebrate diversity” in ways that are shallow and usually linked to some external event.
If you are in one of those organisations that feel it important to “celebrate diversity”, here are some questions to ponder.
-
What does “celebrating diversity” mean – precisely?
-
What is your organisation trying to achieve in celebrating diversity?
-
What impact has your celebrations achieved – tangible or intangible?
-
Does your organisation “celebrate” some kinds of diversity and not others? If so, how do you choose?
For many organisations, “celebrating diversity” translates into doing something to mark a particular event in the calendar like Black History Month or Pride or International Women’s Day. Celebration can range from bringing Indian sweets into the office for Diwali to flying a rainbow flag during Pride, through to “lunch and learn” style awareness raising seminars and discussions about what it means to be inclusive.
These events are generally harmless, but have you ever asked yourself: after they are over, how much has really changed?
Most importantly: do minoritized people feel a greater sense of belonging after you have “celebrated” them and people like them?
To be clear, I am all for recognising and valuing the contribution of minoritized people to the world and to your organisation. However, there are five things that bug me about organisations that celebrate diversity in superficial ways.
1. Why are we singling out certain forms of diversity and not others?
There are numerous forms of diversity, and yet most organisations focus on only a few, e.g. Black people during Black History Month. Does that mean people with Middle Eastern heritage don’t count?
2. The underlying assumption: that a minoritized characteristic is somehow not “normal”
The fact that a characteristic is different is what makes it noteworthy and therefore the focus of celebration. Unless we connect that celebration to something meaningful, (e.g. the contribution of LGBTQI+ people to your organisation), isn’t this just another form of “othering”?
3. There is an uncomfortable undertone of “diversity as entertainment”
The term “celebration” implies fun, yet for many people with minoritized characteristics, the thing(s) that make them different from the majority can be the source of ill treatment from others e.g. behaviour driven by unconscious bias, microaggressions and outright discrimination. Celebration risks trivialising the impact of living with minoritized characteristics, unless handled with care.
4. Risk of giving the impression that issues minoritized people face are only worth attention for one day/one week/one month of the year
Putting a rainbow flag filter on their social media image for a few days may give people a false sense that they are doing something supportive or being an ally, but how meaningful is it if LGBTQI+ people continue to experience prejudice in those people’s organisations?
5. “Celebrating diversity” risks masking failure to address what really matters
In some organisations, events that celebrate diversity allow “majoritized” people, leaders in particular, to feel good about doing the small stuff. It provides a screen to hide behind for failing to do the things that would really create change.
Resources are limited, so if you are taking time, money and attention away from those things that would actually move the needle, why not focus on the important stuff instead?
Most importantly, from the audits we do at Full Colour, many organisations have challenges that cannot be ameliorated by “celebrating diversity”.
Microaggressions that get brushed under the carpet; managers covertly labelling people who raise concerns as troublemakers; differential rates of progression and promotion for people with minoritized characteristics; gender and ethnicity pay gaps; poorer staff engagement scores and higher rates of turnover among minoritized people.
If celebrating diversity is your thing, don’t let me stop you. But ask yourself these questions?
-
How will celebrating diversity make my organisation better in a sustained way?
-
Who benefits? Minoritized people, or those who get to feel good about themselves for joining in the celebrations?
Can we help?
Want help with any aspect of your EDI journey? Reach out and to set up an informal, no obligation chat. Also, we will soon be opening our waiting list for the Full Colour EDI Programme for HR Leaders: we will hold your hand as you build everything you need – skills, confidence, concrete plans and practical actions – to drive change on EDI in your organisation.
Contact [email protected]