When I first saw this ad from H&M, the huge retailer, I thought, “What kind of diversity do they have on their marketing team?”
What my colleague Tina and I know from our training as coaches and Tina’s certification as a Diversity Professional is that diverse work groups would have noticed this and someone would have raised the red flag to stop the campaign.
Knowing that, I then wondered, “Did someone notice and not care enough to stop the campaign?” Did they notice and mention the problem, and their words fell on deaf ears? What kind of corporate culture would thwart “the someone” from speaking out? What kind of corporate culture would be dismissive if “the someone” spoke up and no one cared? And finally, did the organization know and choose to alienate a large group of customers (now former customers)?
As our nation struggles with gender equality as well as diversity and inclusion, those issues seep into boardrooms and workplaces. Tina and I have been consultants and coaches long enough to be a part of the trends. We used to advise companies to stay away from politics. Now organizations are making statements with their policies and their attitudes.
As Oprah so powerfully stated at the Golden Globes recently (echoing the female leaders in Hollywood), “a new day is on the horizon”. While Oprah was referring to women long being silenced by powerful men, the lesson extends beyond Hollywood and beyond sexual harassment. Organizations must create appropriate times and places to hold conversations regarding what is appropriate in their company. Companies are “at risk” when they don’t take the time to assess their workplace culture or have an independent group do that for them.
Every day another company, industry and celebrity is exposed for wrongdoing. At Concordia, we know that the more diverse a workplace, the more effective the workplace. And we don’t define diversity with only ethnicity, gender, and age. In response to the news and the world we currently live in, we have developed a new program on Diversity and Inclusion. And it’s not what you are thinking. There’s no guilt, shame, or uncomfortableness. It’s actually a lot of fun and we will work with you to make sure your team wants to be there. Give us a call if you want to know how Diversity and Inclusion can be both fun and profitable.
I still remember the first time I noticed fall. I must have been four or five years old. I was with my family driving through the Blue Ridge Mountains, and I, through some miracle (or, more likely, maternal intervention), was sitting by the door, nose pressed against the window.
“It looks just like a bowl of Fruit Loops,” my brother Rick said.
“Why are the trees all different colors?” I asked. “Why are some of them still green? Why are there red ones and yellow ones and orange ones?”
My mother didn’t go into detail about chlorophyll and day length. She just said, “The forest has lots of different kinds of trees, and when it gets colder and there’s less sunshine, they all respond in different ways.
Another brother chimed in, “It’s a good thing they’re different, or fall would just look like Rice Crispies!”
Whenever I present a program about diversity, I remember that eye-opening drive in the mountains. People often equate diversity training with ethnic diversity in the workplace. That’s profoundly important, and essential.
But I like to remember, and include in the discussion, that all kinds of diversity–different backgrounds, work styles, attitudes, and perspectives–improve an organization’s ability to respond to change, and to meet the needs of their diverse customers. Just like trees, people come in different kinds, and respond differently to their environment.
So look around you. Do you see Fruit Loops, or Rice Crispies?