On June 27th 2023, the accidental shooting of Nahel, a 17-year French citizen of Algerian descent, triggered a series of riots showcasing the flashpoints around longstanding issues around ethnicity, low socioeconomic background, and police violence. On June 29th 2023, the Supreme Court in the US struck down affirmative action policy within universities’ admissions, striking equity, ethnicity, and socioeconomic status at its core. The two issues gravitate highlight the complexities of racial identity today. The backdrop for the two countries couldn’t be more different. France has a blanket approach to ethnicity in espousing its core value of equality, where fundamental rights under the principle of universality ensure access to social protection and equal treatment regardless of background. The US categorizes a diverse society, continuously redefining its definitions due to interracial marriage and continued immigration. In fact, the US will face majority-minority sometime between 2040-2050. All leading to more complex race-based questions.
In June 2023, we acknowledged the third anniversary of George Floyd’s death in the American city of Minneapolis following police brutality during his arrest. The tidal wave of protests made it difficult to ignore the event. In response, many organizations made bold commitments to address racial barriers and biases in the workplace, with social media campaigns and talent priorities. In reality very little has changed. A recent survey by Pew Research Group found that just over half of Black workers (51%) felt their race made it harder to be successful in their workplaces, by contrast, a quarter of white workers (24%) felt their race made it easier to achieve success in their workplace. Consider that Black Americans make up 13% of the labor force participation in the country, but only 1.3% of Fortune 500 CEOs are Black, reported in Fortune in June 2023.
The pace of action has been inconsistent; for some, it has halted.. The complexities of geo-politics and economic slowdown indicate the appetite for DEI work is diminishing. Speaking with Dr. Marcelle Laliberté, Chief Diversity Officer for HEC Paris, we explore how leaders and DEI leads can engage in activity that positively impacts the race agenda in organizations. Laliberté recently held a forum with DEI leads based in Paris with global remits and their shared experiences; “DEI leaders get buried, by what can, on the surface, appear to be a series of unrelated events. But they are not. They all speak of one form of inequality or another. The reasons for inequality are deep-seated and need to be acknowledged. Still, the hard work is moving from dialogue to sustainable and impactful action.”
“Inequality, while inherently complex, can manifest as the dominance of one group over others, affecting access to opportunities and resources. This systemic issue requires careful deconstruction. Laliberté notes, “To address inequality in businesses, we as DEI leaders aim for systemic change. We acknowledge that work structures are built around individuals, groups, and societal norms and legal frameworks.” Amid the urgency of riotous unrest, quick fixes tend to entail borrowing successful practices from one organization and implementing them in another. This sociological concept, known as isomorphism, has deeply influenced DEI practices. Laliberté elaborates, “While it seems logical to copy successful groups, it fails to account for key differences between groups or organizations’ cultures.” The most applicable form of isomorphism in such uncertain times is mimetic, where swift adaptation is necessary. However, Laliberté warns that this leads to a disjointed DEI landscape, “this approach often overlooks the individuality inherent to each organization and the people within. It may offer short-term success but overlooks the critical nuances that can pose long-term challenges.”
Addressing race at work is complex, meaning there is no easy solution or a cut-and-paste approach. Ideas can be borrowed from other aspects of DEI. Still, every organization needs its blueprint rather than shoehorning itself into a pre-existing template and ranking that creates a blunt instrument to generate superficial change. Many DEI initiatives this Fall will focus on facilitating ‘listening labs’ to help senior leaders understand their minority employees’ experiences. However, several crucial components must be in place to ensure effective engagement in these activities.
1. Recognizing privilege matters, not just through lip service, but by listening to understand. Adopt a critical approach to the conversations:
What is being said?
What is NOT being discussed?
How are conversations evolving?
Who isn’t at the table?
2. Post-listening labs actions are essential: not only must the shared experiences be valued, but the subsequent actions must inspire change and ensure ongoing engagement. Leaders, urged by DEI leads, should identify their ‘A-ha’ moments from these discussions. What do you do with that insight to work on creating a commitment to change; how do leaders show up and continue to engage with diverse minority groups? The key is to swiftly act upon these moments, demonstrating a commitment to change, and promoting a new understanding of how and why we work.
3. Start with the end-game insight. Articulating success for DEI plans is tricky beyond the targets and numbers. What does it mean for your organization to create belonging? How does it impact the way everyone shows up for work? You may not have all the answers, but at least being able to explain what these listening sessions mean for the DEI agenda is critical.
Everyone has unique stories and experiences, some challenging and painful. When shared, these narratives demand careful handling and preparation. Historical precedents, like those in the USA, show the damage from ill-prepared responses. Thus, our focus must be more than facilitating conversations; it’s about forging an empathetic, enduring action plan. These experiences should drive change and affirm our earned trust. After all, our actions today directly influence tomorrow’s belonging.
Read the full article here
