What can turn a hopeful-looking diversity and inclusion into a big blunder?

If you want to analyze the risk and rate of failure associated with diversity and inclusion then you should always refer to the very famous quote from Martin Luther King Jr. “There is nothing more dangerous than sincere ignorance and conscientious stupidity”.

You don’t need to refer to complicated models and look for expert advice while analyzing a failed diversity and inclusion as most diversity and inclusions are a result of just ignorance. Just ask a person with failed diversity and inclusion and you will realize that the strategies built for it were as thin as the paper they are printed on.

So, let’s look at the most common reasons why diversity and inclusion fail. 

Keeping human resources out of diversity and inclusion 

In most cases, diversity and inclusion only focus on reputation management, recruitment and even checking off the boxes. Well, this can prove to be a great way to deal with diversity and inclusion but at the same time, such an approach makes things confined. 

Because of such a limited approach, employee resources groups are considered cost centers instead of profit centers that can fuel the growth and bring in the required influence in the workplace. This can prove to be a disaster for any type of diversity and inclusion. 

Not using diversity and inclusion consulting firms 

Another mistake made by companies is they never feel the need to get in touch with diversity and inclusion consulting firms since they think that is just like any other day-to-day organizational operation and they can deal with it on their own. 

A consulting firm can help you make diversity and inclusion seamless and they can even help you in making the most of your efforts. You just need to find the best diversity and inclusion firms and start using their service without any doubts.

Using it for recognition, not for respect. 

There are many companies that go for diversity and inclusion just because they want to be recognized in the top 100 diversity management list. Well, this should never be your point of motivation for getting involved in diversity and inclusion. 

You need to start focusing on getting respect from the actual people in the workplace and the marketplace and you need to completely abandon the idea of looking for recognition through diversity and inclusion. 

Not moving people to the center of the growth strategy

Leadership should always focus on supporting the diverse population as this will allow the leadership to activate and leverage the full potential while keeping away from any type of tension that might act as an obstacle for engagement, growth, and overall performance. 

Nowadays, growth strategies are more focused on individuals defining the business rather than the business defining the individuals and the same can be said in the case of diversity and inclusion. So, apart from working with a diversity and inclusion firm, you also need to focus on staying away from all the above-mentioned mistakes.