What tips and strategies can I share on how employers can cultivate a workplace that combats racism and inspires diversity and inclusion? I'm glad you asked.
I approach these issues
from a behavioral perspective – assuming MOST people are good.
The key to getting the
workplace culture you want – is to ACTIVELY reward the behavior you want and
redirect the behavior you don’t want – to the behavior you do want and then –
positively reward the good behavior.
Most people respond
really well to this. Most people want a workplace culture to change. Whether
the problem is racism, sexism or just plain old fashioned bullying – most
people want to work in a supportive work environment.
Managers and leaders –
need to set up systems where positive supportive behavior is noticed and
encouraged and rewarded. For example: in meetings, maybe – people who give
space for other people to talk – can be acknowledged and thanked for helping to
make sure everyone is included ad heard. Rewards don’t have to be
monetary, often it is enough – to just thank the person for being a good
person.
What should you do if
you are in a meeting and someone says something inappropriate? Delta,
redirect, positively reinforce. Issue a delta – which is just – stopping
and resetting what is going on. No judgement – just – let’s reset. Redirect
means – the reset is a restatement of cultural expectations that everyone is
included and treated with dignity within the organization. Disagreements are to
be professional, not personal. Then let the person who misstepped – correct
themselves. Then immediately thank them and give them props for a successful
and professional reset.
This should work with
MOST employees as most employees mean well – but may have biases and habits
that are not appropriate anymore and have to be relearned. But this doesn’t
mean it will work with everyone. The reality is – some people – are white
supremacists and will not change. Those people – once they surface – have to be
fired. There is not way to create a professional workplace where everyone is
included when one of your employees (or more) is actively working to counter
that ideal.
How will you
know? It will be hard at first. Whenever you create cultural change or
behavioral change in a group, people will resist it. But if you keep positively
reinforcing it and don’t ever allow the “old ways” that were – honestly –
rather racist AND sexist – from working – eventually – most people will get on
board and start responding positively to the positive reinforcement of the new
norms.
Expect some resistance.
Change is hard. But here is the key to finding and eliminating people who are
actively racist/sexist. Consistency. Most people resist, and then change and
embrace what they are positively reinforced for doing. Racists/sexist – will
resist, then resist more, then resist more – and eventually will be super overt
in their anger and resistance when racism and sexism stops working for them and
they are no longer able to control group dynamics by excluding certain
people. Those are the people you need to fire.
A lot of times, this is where companies fail. They think the racist/sexist is
too important to the success of the organization to let go – and so – they
allow it to continue. Racists/sexists are harming your productivity and your
organization will be WAY more effective if you eliminate the people preventing
your other employees from contributing.
So – positively reward
the behavior you want. Delta, redirect then positively reinforce stumbles. Fire
anyone who refuses to change.
I do have training on a
lot of these topics – from a behavioral perspective.
