As the workforce in contemporary America changes rapidly, diversity and inclusion initiatives have taken on new dimensions, and more significance.
Now they mean more than simply hiring people of color and women. Diversity and inclusion also encompass gender issues, age discrimination and people living with disabilities.
Most of all, diversity and inclusion mean creating pathways to success for everyone, and giving all employees a sense of belonging.
Panelists discussed the growing import of the topic at Providence Business News’ Diversity & Inclusion Summit at the Crowne Plaza Providence-Warwick on Dec. 5.
The panelists consisted of Guillaume Bagal, lead diversity and inclusion consultant for Blue Cross & Blue Shield of Rhode Island; Nirva LaFortune, Providence City Council member and assistant director of scholars programs and university initiatives at Brown University; Kim Lee, vice president of diversity and inclusion at International Game Technology PLC; and Marianne Monte, chief people officer at Shawmut Design and Construction.
“Diversity means you are invited to the party. Inclusion is being asked to dance,” said Lee. “You can bring your complete self to work, without judgment.”
Panelists agreed that diversity has to mean more than lip service from the human resources department and an hourlong “check the box” training program. There needs to be commitment at the institutional level, with infrastructure in place to ensure that, for example, there are career pathways in place for women and minorities.
‘There needs to be a system in place for access.’
NIRVA LAFORTUNE, Providence City Council member and Brown University assistant director of scholars programs and university initiatives
“There needs to be a system in place for access,” said LaFortune. “If you just give women the same job as men, that’s not enough. You need to teach them how to negotiate for equal pay, and create pathways for them to move up the ladder.”
As a practical matter, panelists agreed, top management has to be on board. Executives need to be aware that incorporating diversity and inclusion is both good for the bottom line and the right thing to do.
Without top-level support, change is very hard to achieve. “It can be very difficult for you as an employee without leadership support,” Lee said.
Lee said it’s important to find out whether upper-level resistance is due to a failure to understand the importance of inclusion, or whether there is a more active resistance. If it’s the latter, she said, perhaps it is time to reexamine the values of the company.
There are different strategies to create change. At Shawmut, Monte said, if a diversity initiative is perceived as coming solely from the HR department, “it’s dead in the water.”
So she found influencers at Shawmut, particularly a “super tall white guy” who cared deeply about the issues of diversity and was able to communicate effectively within the company. “He was able to get people who look like him to think differently about this,” she said.
The panelists were asked how they handle pushback within an organization toward diversity efforts.
Lee said the first step is to try to understand where the resistance is coming from. There are times when you can move people from resistors to diversity champions, she said. But sometimes you can’t.
“Resistance mostly comes from fear,” said Bagal. “People don’t resist because they’re bad people, but because they’re afraid of change.”
LaFortune said tough talk might be necessary at times. If an organization does not create an inclusive space and does not create opportunities for all of its people, she said, it’s time to ask some pointed questions.
“You need to hold people accountable. You may have to hold some very uncomfortable conversations, but if you don’t, nothing will change,” she said.
Of course, sometimes the little things can make a big difference. Whether there are gender-neutral bathrooms, for example. Or facilities for new mothers who need to breast feed.
Bagal said the Christmas display at Blue Cross & Blue Shield showed the three kings visiting the baby Jesus. All the kings were white. But according to legend, one of the three kings, Balthazar, was black. Someone at Blue Cross pointed that out, and the display was quickly changed.
Following the summit, PBN presented this year’s Diversity & Inclusion Award winners.
This year’s recipients were:
• Education:Roger Williams University
• Financial Services:Fidelity Investments Inc.
• Health Care:CVS Health Corp.
• Insurance: MetLife Auto & Home Insurance Agency Inc.
• Legal Services: Nixon Peabody LLP
• Social Services: Amos House
The Diversity Champion Award went to Linda Holmes Newton. An employee of Blue Cross & Blue Shield of Rhode Island for more than 30 years, she went on to found Diversity and Inclusion Professionals Inc., a nonprofit that seeks to advance equity and inclusion as critical elements for business and community success.
“It’s surreal to be recognized as a Diversity Champion when there is so much work still left to do,” Newton said in her acceptance remarks. She said advancing diversity and inclusion in the workplace, and society as a whole, takes time and persistence.
She closed with a favorite quote, although she couldn’t remember who said it first: “If you don’t intentionally include, you unintentionally exclude.”
