Diversity and Inclusion— Can We Move Beyond Metrics Yet?

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Over the years, I have noticed more and more organizations setting formal objectives related to workforce diversity or being recognized with awards for workplace diversity initiatives and achievements. In these cases, almost always, diversity is expressed as metrics: the percentage of employees in visible minority groups, the percentage of women in management roles, the number of diversity committees established, and more. Once an organization reaches the target number of women, Indigenous peoples, persons with disabilities, or any other desired yardstick, it may be tempting to assume that the goal of diversity has been achieved—but diversity and inclusion is more than just a series of checkboxes or numerical advancements.

Having a workforce that looks diverse on the surface does not necessarily mean that the work environment itself is inclusive, where people feel included, respected, valued, and connected to their colleagues. In other words, employees should feel comfortable bringing their authentic selves (their ideas, backgrounds, and perspectives) to work.  This type of environment does not occur by happenstance; it requires a continuous commitment to having courageous, and often difficult, conversations, because so much of prejudice is rooted in subconscious bias and that cannot be addressed through surface level initiatives. Moving past the metrics, here are three ways to achieve real diversity and inclusion:

Reconciliation: Racism, prejudice, and other biases have historical roots in Canada, 150+ years of it. Most Canadians, myself included, are settlers in this country. Our nation is rooted in a history of oppression of Indigenous peoples. Reconciliation with Indigenous communities must be an integral part of the diversity and inclusion conversation, and all Canadians have a responsibility to engage in this dialogue. While much of the efforts to reconciliation are being spearheaded by our governments, all employers have a role to play. We need to expand our education in workplaces to include learning about Canada’s painful history and increase cultural awareness.

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Take a human approach when dealing with human problems: Within organizations, we need to start talking about human problems in human ways. Too often, the response to difficulties in the workplace is a formal, and sometimes robotic, process. There is merit in having regularity and structure in Human Resources Management; however, this cannot be at the cost of being insensitive to the individuals being impacted. For example, when individuals disclose experiences of microaggressions, discrimination, or other forms of bullying in the workplace, often the response is to initiate the workplace discrimination and harassment process that starts with the filing of a formal report without any efforts to understand the person’s experience at a human level.

When there are raw human emotions involved, we cannot deal with them through a “one size fits all” approach or a structured process. Leaders need to listen and show genuine care and interest. We need to deal with these situations through open dialogue and healing. We need to allow the impacted individuals to determine how they can be best supported. We need to deal with human problems by listening, and having honest, candid, and courageous conversations.

Exercise intolerance: In order to build organizations that are truly inclusive, we need to create a culture of intolerance for workplace bullying, and inequitable and discriminatory behaviour. We must recognize and acknowledge that there can be very real consequences when we are not inclusive that stem beyond workplace performance. When individuals work in environments where they don’t feel included, equal or able to bring their authentic selves to work, it can cause emotional stress and a strain on their mental health. This can in turn invade other parts of their lives, thereby affecting their families, friends, and society. We need to take bold steps and exercise acts of courage in being intolerant of discrimination, harassment, and other forms of workplace bullying.

Diversity and inclusion is not about metrics or numbers; it is about human beings and their shared experiences. It is about creating a culture where all people feel welcome, where all people feel they will be treated equitably, and where all people feel comfortable expressing their authentic selves.

Let’s move beyond metrics and get to the heart of the issue.