Expand Beyond Your Current Culture. Leslie Short
interaction I had with that recruiter pushed me into the world that I was destined to be in, which is fashion. I’m now in a position to move to the beat of my own drum while still learning the essential skills that are needed to be successful in the fashion industry.
— Former U.S. Navy Chief/Creative Director Fashion
A New Box
I hope you realize that as you’re evaluating a potential employee’s added value, they’re evaluating the value you bring to them.
Here’s a new box for you – my box. Didn’t think about that, did you? What does that even mean?
People who walk into your company may have more than one box to check. Someone may be biracial and a veteran, or Asian and a woman. Do you just pick the box that works for you and not take the effort to see who they are? Are you just happy that you found one person who checks several boxes so that you’re covered?
That doesn’t work. Checking the box is only as good as checking the box, which means nothing. Checking the box is not good enough! Unless you make an effort to hire the people who are best for the position, the ones who have the talent and not just the exterior that lets you check the box, then you’re making an empty gesture. If you already know this, please share it with others in leadership, because some of them still don’t understand valuing talent over checked boxes. They point fingers and say that pushing D&I doesn’t make sense. But others can point to the bottom line that says it makes sense to hire for talent, and if boxes are checked that’s great.
You have to make the effort to insure that equity is a top priority, remembering that equity equals access. People need the opportunity to grow within the company, to see that it’s possible to grow within the company. They need to learn new skills, they need to know where they can find the information that enables them to do that, they need to know who they can speak to who will hear them and see them and guide them.
That good feeling of inclusion. The same feeling you wanted when you took the job.
Some Sad Examples
It’s clear that the way companies have been approaching D&I isn’t working, and just checking boxes isn’t good enough. Just take a look at some real-life examples that will make you cringe.
The following products should never have been approved to reach the public:
• Blackface sweaters
• Monkey sweatshirts
• Sambo charms
• Anti-anything shirts or jackets
• Clothing that appears to be concentration camp uniforms …
And companies have engaged in the following atrocious behaviors:
• Refusing to allow certain people to sit in their coffee shop
• Storing a wheelchair improperly during travel
• Telling someone to take off their head scarf
• Cutting someone’s hair in the middle of a competition
• Stopping same-sex kissing
• Not having a clean area to use a breast pump
• Told there is no ramp – sorry, but you can’t go there
• Taking a photo in a diverse country without one diverse person in the photo while saying you’re there for diversity …
If you aren’t familiar with any of these stories – that too is an issue.
Sorry? Not Really
I keep wishing that companies would learn from each other, but they don’t seem to. A company hits the news for doing something that’s blatantly racist, but the next week another company does the same thing, and on and on.
Just saying “Sorry” is no longer acceptable. In today’s world we expect companies to do better and to have a diverse and inclusive company culture. So if all you do is check the boxes, and those in leadership positions aren’t committed to D&I, and all you do is keep saying you’re sorry, then customers will take their business elsewhere.
We know companies that have diversity, inclusion, and authentic company culture as part of their foundations, and have introduced products that represent their full range of customers. They have invested in various communities. They show up, they speak out, and they stand true to their purpose and mission. And if they misstep, they address that misstep with a viable plan, a real plan, not a plan to just quiet things down. Not just say they’re sorry.
Yes, we can tell the difference. #imsorryisbroken
So, your boxes are checked – now what?
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