My Beef with Corporations
My beef with corporations is thinking that yeas of bias, microaggressions, and racism can be fixed with one or a couple of workshops.
Companies should have realistic expectations of the impact that diversity consultants can make. Perhaps there are some expectation misalignments that are causing a disconnect. I believe that a diversity consultant’s role is to challenge the thinking of others to bring forth processes, solutions, etc. that are more equitable and inclusive for marginalized groups. Now, providing talks and workshops and consulting on action steps may not challenge everyone and I honestly do not believe that it should be the goal. I think that diversity consultants should be employed to help people of color to feel affirmed and to expose the areas of the company that are in need of improvement. Diversity consultants are there to plant a seed that will hopefully grow to help individuals realize thoughts and behaviors that need to evolve.
What you should do instead:
Lean into committing beyond one off sessions. I’ve noticed that corporations will hire consultants for a workshop, lunch and learns, panels, etc. While these one time sessions are great, they will not tackle the complex and multilayered issues of oppression that reside within an organization. It is unrealistic to expect that one session can improve unwelcoming environments or tackle problematic thoughts and behaviors that have been built over a lifetime. It is important for organizations to work with a consultant that can provide a long-term and strategic approach to addressing the diversity issues within their company.
Allocate budgets. The true way to show your commitment to diversity and equity is to set budget that allows for the work to be executed appropriately. Too often are diversity professionals expected to perform miracles with shoestring budgets. The amount that you set will determine the breath of initiatives that can be implemented. I also believe that diversity should be a common thread of organizations. If trainings are extended to employees, make sure that they are required for managers and leadership as well. It should not only be a part of hiring and retention but also yearly performance evaluations, marketing, advertising, bidding and contracting process, and more.
Employ equitable processes for choosing consultants. Are you only considering a certain type of consultant? Are you picking the brains of consultants without compensating them? These practices are problematic to say the least and do not demonstrate that you are prioritizing diversity and equity.
Trust the opinions of you consultants. You are the organization that is seeking assistance with diversity work. If a consultant is suggesting xyz, you should give it serious consideration. For example, if you approach a diversity consultant, they might say that a multi-pronged approach is necessary in order to effectively address a problem. You should make every effort to weigh their recommendation. Not considering their thoughts is related to behaviors that have put us in the situation that we are currently in. If you are in need, chances are you haven’t done the necessary work to pinpoint the real issues for employees of color within your organization or even your customers who are from marginalized backgrounds.
Some key takeaways from this blog post are to make sure that your organization's views of diversity consultant align with the consultants that you are considering. Make sure that you are not engaging in behaviors that contribute to performative actions. For example, one talk or workshop without a strategy for making diversity and equity a part of the fabric of your organization will not yield positive results. A lack of strategy or commitment to anti-racism will leave your employees of color feeling ignored and unsupported.
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