As a manager, it is particularly important to understand the value of DEI, also known as Diversity, Equity, & Inclusion. This is especially highlighted in June, which is known as LGBTQIA+ Pride month.
During this time, it is extremely common and almost expected that companies do something to acknowledge gay diversity, often combined with public statements, image management, as well as events. However, during the other 11 months out of the year, it is often that these very same companies fail to be as inclusive as they claim to be. Some even refer to this as “Performative Activism.” While LGBTQIA+ pride often falls victim to this act, performative activism can also include racial diversity, as well as gender diversity.
The key question to ask is, how can managers foster diversity, while at the same time avoiding committing performative activism?
Understanding Your Biases as a Manager
Bias doesn’t always manifest itself in terms of outright action. According to the Open Society Foundation
, “Implicit bias occurs when someone consciously rejects stereotypes and supports anti-discrimination efforts but also holds negative associations in his/her mind unconsciously.” In other words, this bias is not described by outright action, but rather by microaggressions. More than 85% of all Americans consider themselves to be unprejudiced, but in actuality, the majority of United States Citizens hold some degree of implicit bias (Open Society Foundation).
Implicit bias is hard to spot easily, but it is often shown through microaggressions or actions that are driven by subtle or unintentional discrimination.
Some examples of this are how judges have been found to grant longer sentences for darker-skinned defendants than fairer-skinned defendants.
Lesser managers have been shown to not invite certain demographics in for job interviews or to not give the best performance reviews.
Implicit Bias can often even be seen in the medical field. A growing issue within recent culture is that women have had to advocate for themselves when in severe pain. Doctors have been more likely to brush off female pain and chalk it up to menstrual pains.
With all of this in mind, avoiding implicit bias is trickier than you think. A great way to start is to take the Project Implicit Quiz.
This is a test designed by Harvard, Yale, Washington, and Virginia researchers. This survey can help show implicit attitudes that you may not have been aware of at first either.
An example of this would be how you may believe that men and women should both be prominent in the scientific world, but at the same time, commonly associate men with science over women.
After taking this assessment, it is a great idea to review your actions and figure out the source of them. Did your second-in-command receive his promotion because of his merit, or because he looked like you? When making a decision on who to terminate out of two direct reports, what was the deciding factor?
Allyship as a manager
Understanding how to make the office the safest place for all of your workers can make a difference in their lives, as well as help them feel safe and understood. Once again, in the effort to avoid performative activism, it is important to truly believe in what you are doing and make an effort to stand by what you preach. While this could start by posting signage expressing support for certain groups, there are other ways to show support.
Speaking of bias once again, try to figure out what biases may be in your company. The most common areas that biases tend to be within a company are hiring, promotions, giving raises, and delegating tasks. Self-analyzing this bias can help you see where you can improve as a company.
Additional structure improvements can also add a lot to your company’s success. A standardized interview process, with the same questions, asked to applicants regardless of gender, status, race, or any other colors, can help find you the best candidates for the job. Blind application processes can also be successful. If you’ve ever seen the Voice, a hit TV music reality show, you’ll notice that the judges start a performance with their back to the auditionees. This allows them to disregard gender, race, and anything else about the applicants.
In the same way, if you can remove information about the applicant that is extraneous to their qualifications, you can minimize unconscious bias in the hiring process.
Business management software such as AIM Insights
can be very handy in your decision-making as a manager. By removing any sentiment from this process, and solely relying on data, you can make the best decisions on who to promote. If you notice your management is staffed by a certain type of person, unconscious biases may be in play. Using the data, and that alone can help you determine who is the best person for a job.
Holding your employees accountable is one other way that you can show your allyship. Actions speak much louder than words. If you notice that the best performance reviews are all going towards a certain demographic, it may be time to review the process, as well as to have a one-on-one with each of the reviewers. Being attentive to what is being said in the workplace is important too! While it is important to let Human Resources do what they do best, you as a manager can set the tone for how your employees interact with each other. Lead by example! Avoid using targeted language, and do your best to make others welcome.
In an elevated position, you are at the forefront of what your employees deem appropriate and inappropriate.
Eliminating bias and opening your company up to diversity can be challenging at first. But keeping an open mind, being self-reflective, and leading can set you up for success. The harder you look at yourself, the better the results will eventually be. The best things are never easily acquired, so be prepared for difficulty. Best of luck!