Let’s Do This Together: Revealing the Hard Work Required to Transform Diversity in the Workplace

Birds of a Feather

Tuesday, April 06, 2021: 2:00pm - 3:30pm - - Birds of a Feather

Jason Brooker, Metanoia Global 360, USA

Within the last twenty years, the spotlight has shown that diversity in the workplace is a priority for businesses. However, researchers found that while diversity policies have been implemented in businesses, very little thought nor planning has been done to implement or measure change. Therefore, most organizational initiatives to improve diversity show less than desired outcomes and are nothing short of assimilation. In a true diverse environment, differences are encouraged rather than ignored. If executed correctly, diverse workforces increase creativity and innovation, promote higher quality decisions and economic growth because it spurs deeper information processing according to (Galinsky, et al. 2015).

The latest racial events of police brutality and violence against BIPOC have brought to the forefront an awareness of wide-spread systemic racial inequalities and conversations about diversity and inclusion in communities and organizations, including GLAM.

With this discussion, we will take a closer look at the lack of BIPOC in Management and Senior Executive roles. Galleries, libraries, archives, and museums include cultural, historical and scientific organizations that carry out a mission to provide access to knowledge for everyone. If everyone includes a diverse population, many are asking the question: How can an organization serve and educate a diverse population if the organization is not led and supported by a diverse staff, including managers and senior executives?

Join us at this critical time to gain an understanding of the hard work that is required to transform diversity in the workplace. Following the five specific steps of Intentional Change Theory (Boyatzis 2006), participants will put pen to paper and uncover the hard work and obstacles that distract organizations from tangible, measured and focused change.

Bibliography:
Bonikowski, B., Pager, D., and Western, B. (2009, December). Discrimination in a Low-Wage Labor Market: A Field Experiment. American Sociological Review, Vol. 74, 777–799.

Durkee, M., McCluney, C.L., Robotham, S.L., and Smith, R. (2019, November 15). The Costs of Code-Switching. Advancing Black Leaders. Harvard Business Review, The Big Idea. Retrieved from The Costs of Code-Switching.

Galinsky, A. D., Todd, A. R., Homan, A. C., Phillips, K. W., Apfelbaum, E. P., Sasaki, S. J., ... & Maddux, W. W. (2015). Maximizing the gains and minimizing the pains of diversity: A policy perspective. Perspectives on Psychological Science, 10(6), 742-748.

Mccluney, C.L et al. (2019). The costs of code-switching.
Pless, N. & Maak, T. (2004) “Building an Inclusive Diversity Culture”. Journal of Business ethics, Vol. 54, No.2, pp. 12-147

Pager, D., Western, B., & Bonikowski, B. (2009). Discrimination in a Low-Wage Labor Market: A Field Experiment. American Sociological Review, 74, 777–799.

Wingfield, A. H. (2007). The Modern Mammy and the Angry Black Man: African American Professionals' Experiences with Gendered Racism in the Workplace. Jean Ait Belkhir, Race, Gender & Class, Vol. 14, No. 1/2, 196-212. Retrieved from https://www.jstor.org/stable/41675204.