DISCLAIMER: This post contains general information about the the role of employers in balancing inequities in their workplaces. It is not legal advice. If you are struggling with inequities, we strongly recommend you schedule a consultation with an employment attorney in each of the US jurisdictions where you operate.
Although imperfect (like everything in life), the Black Lives Matter and #MeToo movements did an excellent job raising awareness of inequities. Employers took note. Whether they hoped to attract new customers from advertisements promoting diversity, equity, and inclusion (DEI) or to retain employees by hiring DEI experts, they took action. Also imperfect, those actions sometimes failed completely, or their employees deemed them inadequate. They expected to balance inequities more quickly and easily.
Managing Expectations
I can also be idealistic and impatient, so I hate delivering the bad news that it will take time. But our world is too complex and systems too interdependent to transform with one or two movements. We might only see a few loose threads to remove, but in a tightly woven garment, those threads might hold much of the garment together. Some may say, “Who cares? Dismantle it entirely!” Based on past experience and recent observations, can we trust ourselves and each other to weave something new and better? Even this frequent optimist has doubts. Moreover, history and data tell us that it is often best to work with what we have.
Remember how, when you were given writing assignments, you were told to just start writing? Our human brains can work more easily on something than nothing. It gives us somewhere to focus. Of course, we want a great result from our first efforts–or the actions we demand of others. Yet the majority of actions we take require practice and tweaking to fit the current conditions. This is part of what we hate and love about applying the law, depending upon where we are in relationship to it. Our results always depend on the unique facts and circumstances of an individual case, including the people in the process.
Similarly, employers must manage expectations of what they can and can’t control.
Focusing Efforts
The level of conflict in the world is overwhelming. I feel it, too, and I want to do something to alleviate it. Conflict resolution is my chosen profession, but my personal power is limited, as is yours. We can’t change the past and probably have little influence over wars in Ukraine, Gaza, or Sudan. However, we can take responsibility for our contributions to more equitable futures for the people around us, especially those we manage and influence. That is where we must focus and trust that if most of us are doing this, the ripple effect will begin to transform other conflicts, or at least remove the ones that keep us from working on them. It’s worth trying.
Identifying Inequities in Your Workplace
Stop trying to balance the inequities of the world and those you have no control over. It’s a distraction. There’s no cheese in that trap. Instead, gather anonymous feedback from your employees on the conditions of your workplace as it is now. Again, this will not be perfect. Don’t require perfection before action is taken. That will only result in another administration kicking the can down the road and hoping someone else will pick it up. It’s yours to work with. Use it to pick up the pieces you need to build something great.
What you need to know from the equity assessment is:
- How well do employees understand discrimination laws, the protected classes, their rights and responsibilities, and yours?
- Do employees feel the management team is diverse and adequately represents the diversity of the workforce? Why or why not?
- Who feels excluded from opportunities, from interesting projects and high-profile meetings to transfers and promotions? Why? What would make them feel included?
Many employers avoid engaging in such assessments because they fear knowledge will open them to more responsibility, if not more employee claims. Hoping any problems will resolve themselves, they would rather pretend employees don’t already have access to numerous credible resources online, such as government websites and legal databases. At Third Ear Conflict Resolution, we prefer a more proactive and holistic approach.
Balance The Inequities One at a Time
Imagine you could identify all inequities with one assessment and take a few simple actions to balance them. You would allocate funds to hire a DEI Manager, bring in a famous speaker, host a series of Diversity Week events, and conduct annual discrimination prevention training. Then, everyone would get back to work and meet the business’ goals.
Spoiler Alert: that’s not going to happen. We don’t promise that, and anyone who does is misleading you. But we will walk the rocky path with you and help you navigate the obstacles. Starting with one identifiable inequity, we will work through the conflict by:
- Defining it succinctly so it is actionable.
- Determining who has competing personal interests and which ones we can address.
- Brainstorming ways to resolve the conflict while also meeting the greatest human needs.
- Creating an action plan that is specific, measurable, and easy enough to start.
- Helping you stay on PARR: planning, acting, revising, and repeating until you and your employees create what you want.
Employment Is a Partnership
Gone are the days of authoritarian leadership. That is one of the key inequities that destroys employee engagement, especially in cultures where freedom is a core value. More effective may be an agreement to harness that freedom and other resources for mutual benefit. Partners support and protect each other, which tends to balance inequities.