A Systemic Approach to Diversity, Equity and Inclusion Efforts
By Katherine Giscombe
Currently, I’m expanding my research and consulting to take an account of the effects of systemic inequity on organizational efforts.
The external context for diversity and inclusion in the United States has become more complicated in recent years, with a shift from subtle to overt expressions of bias and a rise in white populism. The January 6th insurrection at the Capitol is one example.
While diversity and inclusion programs have shown only mixed results thus far, the external context has made it even more challenging. Recent polling data indicate that 70% of Black adults believe that being Black has hurt their ability to get ahead at least a little.
These results prompt reflection on business organizations’ commitment to inclusion and equity while taking actions in the public sphere that are counter to this stance. For example, Toyota recently gave $55,000 to 37 Republicans who objected to certifying the 2020 presidential election according to Citizens for Responsibility and Ethics in Washington.
Issues I’d like to raise with senior leadership, which I am planning to deliver in speeches and op-eds include:
How impactful have various public stances been on your reputation among marginalized communities? How have employee groups reacted? Do you continually survey your employee population on these issues?
If your current business model includes contributions to anti-democratic politicians, what strategic changes can you make to drive profitability while easing off such support?
To what extent are you implementing policies that recognize disparities that affect people of color communities? For example, you might consider grants to recent Black college graduates who are burdened with student debt.
This is a critical time for the country, and business leaders can play a potentially powerful role both internally and externally.
““I’m expanding my research and consulting to take an account of the effects of systemic inequity on organizational efforts. This is a critical time for the country, and business leaders can play a powerful role. @KGiscombe #PowerToChangeStories” ”
Katherine Giscombe is the Founder of Giscombe & Associates LLC, an Organizational Research and Consulting firm. She has a PhD in Organizational Psychology from the University of Michigan and spent 22 years at Catalyst, where she pioneered research on Women of Color. She serves on a multi-disciplinary committee, Experts of Color, which investigates, and makes recommendations to lessen, the racial wealth gap. She was appointed to a Community Board in Harlem, New York City, and is a member of the Association of Black Psychologists, and on the Legislation and Social Action committee. She recently volunteered as a Protest Monitor with the New York chapter of the ACLU, recording any instances of police mistreatment of those attending rallies and protests. @KGiscombe https://www.facebook.com/katherine.giscombe https://www.linkedin.com/in/katherine-giscombe-993a879/ https://giscombeassociates.com/ See more here: https://www.bloomberg.com/news/videos/2020-05-19/the-persistent-perception-gap-between-white-and-black-professionals-video