Expand Beyond Your Current Culture. Leslie Short

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      CHAPTER 3

      Checked Boxes Aren’t Good Enough!

      MANY COMPANIES THINK that if they’ve checked the boxes described below they’ve followed the law and they’ve done all they need to do to be considered an equal opportunity employer. It should be clear to you after reading this chapter that companies can check the boxes without being seriously committed to Diversity and Inclusion.

      Here are a few D&I boxes and, sadly, some real examples of the thinking of some companies in checking them:

       Box 1 – Gender: Try to find some women to join the board. Try to promote one or two. We only need one in the photo to say we’re diverse.

       Box 2 – Ethnicity: Does Asian count? Or should we get one black person to insure that “others” see that we’re diverse?

       Box 3 – Race: If you bring in the African American make sure they’re not too black, you know, militant …

       Box 4 – Sexual Orientation: We can’t ask if they’re LGBTQ+, but if you find someone who screams it, make sure they’re front and center. Not sure if we’re ready for someone who’s Trans. Let’s hold onto that thought and just get one or two.

       Box 5 – Disability: Do we have the budget to hire someone with a disability? What happens if they need something our other employees don’t? If you can find one who doesn’t need much, then great.

       Box 6 – Veteran: We’ll look really good if we have a veteran or two. Go to a job fair to find some.

       Box 7 – Age: Age isn’t a mandatory box, and we can’t ask how old they are, so if they look too old we can just say they’re not the right company culture fit.

       Box 8 – Personal Attribute: We can’t hire a heavy female – they won’t fit our image.

       Box 9 – Religion: It might be difficult to find a Muslim to hire. Maybe someone Jewish (not as noticeable).

      You get the point. And I’m not making these up – I’ve heard all of them in meetings!

      Once these boxes have been checked, which covers the company by law, they’ll usually do the following: 1) State on their website that they’re an equal opportunity employer; 2) Make it part of their application process; 3) Tell HR to make a diversity effort.

      I’ve heard it said in some companies, “It’s not that serious, but why cause issues? Let’s cover our asses just in case someone notices.” The funny thing is, these companies believe they’re an equal opportunity employer.

      Be careful of your checked boxes. Companies have asked me how potential employees (or customers) would know whether they are or aren’t committed to Diversity and Inclusion. The answer is obvious – they clearly state that they’re an equal opportunity employer on their website! (And, yes, that’s sarcasm.)

      Before people apply for a job with your company, or during the hiring process, here are a few ways They can tell that you don’t really have a diverse culture (let alone an inclusive one.)

      • You use stock photos on your website to show that you’re diverse, but you’ve used the same photos that other companies are using.

      • They’re told before they arrive to maybe shorten their name.

      • You ask Them, “Do you have an American name? One that’s easier to pronounce?”

      • You’ve recruited Them for a job They didn’t apply for, and told Them that you got their name “through research.” (Don’t you really want to say that you reached out to your diverse contacts to receive additional resumes?)

      • You asked Them, “Would you be comfortable working here?”

      • You told Them that They may want to tone it down for the interview or the second interview.

      • They walk into the office and see no one who looks like Them or to any “other” culture.

      • During the interview, They consistently hear the words they and them.

      • They see that there’s no diverse leadership in your company.

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