'Workplaces should figure out what problem — if any — they aim to solve rather than implementing aimless diversity initiatives to be perceived in a better light.' -PatricePinkFile
Cropped shot of a diverse group of businesspeople using technology while sitting in a line in the officesay their organizations have increased investment in diversity, equity, inclusion, and belonging initiatives. But according to the same poll, only 31% of employees believe their organization is truly committed to equality.
Instead of bringing about improvement, the diversity agenda in business, academia, and the nonprofit sector has divided people into battling social identity groups. Decades of well-intended diversity efforts meant to give women and minorities greater opportunities have proven to be ineffective. Even worse, they undermine social cohesion and hardly moved the needle for the most disadvantaged.This moment calls for new approaches.
If anything, mandated diversity initiatives have hampered the progress of disadvantaged individuals. In fact, companies have seen adverse job progress among women and minorities after the impositions of top-down mandated diversity programming. For example, showed that five years after instituting required training for managers, “the share of black women actually decreased by 9%, on average, while the ranks of Asian-American men and women shrank by 4% to 5%.”
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