10 Ways You Can Create Diversity in Your Workplace

We spend about a quarter of our time at work. So it’s an ever so important place to feel valued, supported and treated fairly. But sadly, this isn’t the case for black and other ethnic minority employees. They are disadvantaged in terms of hiring, pay, promotion opportunities, and are often subject to harassment and discrimination (see below). Yes, black lives matter. What also matters is how black and ethnic minorities (BME) employees are treated. They deserve fairness and equality at work too. And it’s time we, white employees, support our BME colleagues, help create diversity in the workplace and ensure their fair treatment.

You might think you can’t create diversity in the workplace yourself, as an individual. Managers and top executives should drive the change. You’re partially right. Executive buy-in and leading by example is a significant and massive driver of culture change in companies. But you have more power than you think! Here’s a quote, which I love, to prove you wrong: “If you think you’re too small to make a difference, try sleeping with a mosquito.”

You can influence! You can take actions, which require minimal effort and/or support from senior managers, but make a difference! So keep on reading to find out:

1. How are BME employees discriminated in the workplace measured in numbers and data.
2. The 10 things you as an individual can do to create diversity in your workplace and support your BME colleagues.

This has been such a hot topic for so long that I think we all know why diversity in the workplace matters. If you want a refresher, check out this article. Now is the time to act to finally make the change a reality!

BME in the workplace – The statistics

We’ve all experienced what it’s like to be stereotyped. I’ve been stereotyped about things like my gender, being a mother, my choice of clothes etc. But I’ve never experienced what I imagine people of ethnic minorities experience when it comes to discrimination and prejudice. Here are some astonishing findings from research into BME discrimination in the workplace.

• Job applicants with ethnic minority sounding names are nearly twice less likely to be called in for an interview. And this has made African American and Asian American job applicants to mask their race on their CVs to increase their chance of an interview.
• According to the National Centre for Education Statistics, in 2016 the median wage of a good job for workers with a bachelor’s degree for whites was $75,000 compared to $65,000 for blacks and Latinos.
• Black people are almost twice as likely to be laid off compared to their white colleagues. Especially when the economy is weak, which is the case now (Couch and Fairley, 2010).
• A study published in 2003 in the American Journal of Sociology, found that managers are more likely to consider white applicants with a criminal record over black applicants with no record.
• According to research by the Joseph Rowntree Foundation, BME groups are more likely to be overqualified in their job than white employees, but the latter are more likely to be promoted than all other groups.
• In the US, 10% of college graduates are African American. Yet there are only 4 black CEOs at Fortune 500 companies (0.8%). Only 3.2% of executives and senior manager-level employees are African American.
• In the UK, it’s not much different. 1 in 8 of the working-age population are from a BME background, yet only 1 in 16 are in a top management position.

There’s so much more and it’s impossible to include it all here. If you want to delve into this further, check out this Race In The Workplace Review (UK) or the Being Black in Corporate America research.

How can you as an individual create diversity in your workplace?

Don’t wait for managers and executives to start the change process and create diversity at your workplace. Start with the things you as an individual can influence to make a positive difference. Here are some ideas:

1. Ask your BME colleagues how they feel

Your black colleagues may put on a brave face, but the chances are they experience a rollercoaster of emotions. They may be social distancing as well. This may make them more distracted, nervous, anxious. So they likely need extra support, someone to talk to. Just a simple ‘How are you doing?’, ‘Is there anything I can do to help you in these challenging times?’ will make them feel heard. And if they say ‘No’ at first, don’t leave it there. Try at least one more time. Help them stay positive and strong in these difficult times People who need help often reject it at the beginning out of fear to look vulnerable, weak.

You can also speak to your team and manager and find ways to help them. Whether that’s picking up a task from them, letting them go visit family, or just chatting to them about the events – these little gestures will make them feel supported and better understood.

2. Reflect on your behaviour, feelings and thoughts.

Prejudice and stereotyping thoughts are ingrained deep within our societies and minds. Thoughts, and as a result decisions based on these thoughts, are often unconscious because this is how our brain operates.

I’ll be honest with you. As a psychologist, who studied many prejudice and discrimination theories, I always thought I’m not racist. But in the past, I’ve caught myself having thoughts such as ‘Oh, he must be involved with drugs’ when I see a black person driving a nice car. Or ‘He might work in security’ if I see a black person in a suit. But now, when I see a BME person I actively monitor myself. What am I thinking? Why did this thought come to mind? And I challenge it. How about they are driving a nice car because they worked hard and have a well-paid job? How about this person is a successful lawyer, businessman accountant or what have you to be wearing a suit.

Without knowing these people, your assumptions are just guesses. But making negative assumptions without then seeking the truth tricks your brain to think your assumption was correct. Kind of like ‘I can’t dispute it, therefore it’s true’.

So take some time to reflect on your feelings, thoughts and behaviour towards your BME colleagues, and BME people in general.

3. Speak up.

The fact that it’s not you at the receiving end of discriminatory behaviour or harassment, doesn’t mean you should be a bystander and keep your mouth shut. Here are some tips:

• If you’re unsure a behaviour was discriminatory, check how others felt about it rather than convince yourself it’s nothing.
• Avoid calling the person a racist. They will likely enter defensive mode and won’t listen to you. You can call the action racist as this conveys what is the social norm.
• Convey disapproval or discomfort without confronting the offender in an aggressive or critical manner. They may not realise what they said is upsetting and stereotypical. Here are some conversation openers:
  • Can we please talk about what you said to ___? It sounded a bit aggressive/inferiorating/intimidating. How would you feel if you were spoken at like that?
  • I think we have different perceptions about the joke you made about ___. It’s based on stereotypes and can be perceived as offending and racist, though you meant it in a nice way and just wanted to make people laugh.
  • I’d like to see if we might reach a better understanding of the promotion criteria we’re applying. I feel like it doesn’t create equal opportunities.

4. Get involved and have fun

Learning about different cultures, white privilege, racial injustice, unconscious bias, etc. can be done in a fun way. Here are some fun initiatives requiring little to no equipment or budget, which you can start to create diversity at your workplace.

Diversity days

We need to lo learn about a culture and get to know the people in order to break our stereotypes and erroneous beliefs about it. What better way to do this than to celebrate diversity?

At my current company, we did an ‘International Food day’. We chose the United Nations Day (24th Oct) as it was thematic too, but you can do it on any day. Diversity should be celebrated at any time! People brought in food representing their culture (home-cooked or bought) and explained a little bit about the local ingredients, the culture, the traditions. Most people love food and trying different cuisines so it was well attended and really fun whilst also educating and inspiring.

Cinema night

Instead of the usual Thursday night drinks (or whatever is common in your country), book a meeting room, invite your colleagues, get drinks and nibbles (optional of course) and screen an educating movie. Check out this list for good BME and equality movie ideas.

6. Assess your processes and practices.

Almost every company has a diversity policy in place. Yet the statistics speak for themselves. Policies don’t always translate into good practices and processes. And we all are part of these processes. We can follow them blindly or question them. Here are some things to question:

• Have managers been trained on unconscious bias? There are some good free resources to introduce them to the topic, if a budget for proper training is out of the question – check Microsoft free training and Unconscious Bias Masterclass by Thais Compoint.
• Are interview practices fair? Are people assessed against specific and unbiased criteria and skills requirements? Is there an assessment sheet? These things help interviewers make less biased hiring decisions. If you want to find out more, check out this guide to creating an unbiased interview process.
• Are BME employees involved in the decision-making processes? A diverse panel is more likely to make unbiased and better business decisions.
• How are BME employees treated? Are they allowed flexibility like their white colleagues? Are they supported with their work like their white colleagues?

7. Call out a company for its practices

I don’t like finger-pointing. But in the case of inclusion and diversity, it’s very difficult for prospective employees to learn about a company’s actual practices from outside. So publishing information on racial, or any discrimination, on social media or websites for employer reviews, such as Glassdoor, makes this information public. Culture change requires a lot of effort and time investment. So if the company can get away with what they’re doing, they are less likely to put that effort in and change their practices. But reputation damage is a significant driver for change as it can cost them business, clients, financial gains and so much more.

You should also share positive practices. This will help BME employees to chose the right company where they will feel valued, supported and fairly treated.

8. Leave the company

You may think ‘What am I contributing by quitting?’. And you’re right to an extent. It’s best to try to change things from within first. But if you’ve tried and there’s no improvement, quitting makes a statement and may have a positive impact in the long term.

Companies with a high turnover incur significant costs for replacement, training of new staff etc. In addition, they risk reputation damage if these unethical behaviours are not addressed. So if a company’s employees leave because of discrimination and lack of inclusion, it won’t be long before they have to assess their practices and make a culture shift.

9. Research a company before joining them.

Nike, UPS, Abercrombie & Fitch, Walmart – these companies have diversity policies in place and have all made statements in the past how they support diversity and inclusion. Yet they’ve all faced litigation for unfair and discriminatory practices.

The fact that a company says they promote diversity, doesn’t mean they act this way.

Even if you’re not from a BME background, there’s always something you can be stereotyped about. So if not for your BME colleagues, do this for yourself as you will want to feel included, valued and fairly treated as well.

Here are some questions you can ask during the interview process or as part of your research on the internet to find out more about a company’s diversity practices:

10. Have a continued discussion

Conclusion

We live in a world in which we need to share responsibility. It’s easy to say it’s not my child, it’s not my community. Not my world, not my problem. Then there are those who see the need and respond. I consider those people my heroes.

Fred Rogers