Diversity, Equity & Inclusion continues to be a “popular” subject, and comes up regularly in my day-to-day and at work. As I get more exposure and learn more about this topic from both an employer and an employee / candidate's perspective, I took some time to reflect and listen to my own conflicting thoughts on this important but delicate subject, there are a few themes that I thought are quite intriguing:
1. Setting KPIs on diversity
Have I ever wondered if I'm considered a “diversity hire”? Yes.
But does it affect me? Maybe, mostly in a good way.
One thing I’m convinced by now (and it did take a while) is that the skills, experience, and perspectives I bring to the table matter more than my identity. And I’m proud to say that I work in an office where diversity is truly celebrated and welcome.
Setting diversity goals and measuring success always seem to be tricky. When it comes to “measuring” diversity hires, there’s often the question whether a candidate would be evaluated only based on skills / capability, or also on diversity attributes? How to mitigate the risk of neglecting certain groups by putting extra focus on underrepresented groups? It's also worth keeping in mind that attributes can evolve overtime, as well as how individuals identify themselves.
While there might still be quantifiable goals to meet, DEI is probably not something to be measured so intuitively. What I feel would be also very important and impactful is the practice of being unbiased, the effort put in developing inclusive mindset at all levels, allowing DEI to surface more naturally.
I really like how this article "Are Your Diversity Efforts Othering Underrepresented Groups" explains DEI efforts. If DEI goals are not thought through carefully, it can be easily seen as “quick fixes”, even if it's unintentional. And it also leads to situation where individuals are being seen by their identities, rather than their capability and skills.
2. The fine line between diversity and inclusion
I often think of inclusive hiring as focusing on what the person can do, without considering only their background and diversity attributes. Whereas diversity is intentionally bringing in people from different backgrounds with different attributes.
By being inclusive and equitable, there should naturally be more diversity, at least theoretically.
Recruiting for diversity is just the initial step, the bigger challenge appears once the candidate is hired. Building and maintaining a culture where diversity is celebrated and appreciated, would be important to ensuring everyone can thrive, and allow people to feel comfortable and confident expressing themselves and reaching their full potential.
Fostering an inclusive workplace goes beyond just numbers defined by diversity goals. Everyone has a role to play, starting with developing the right mindsets and attitude.
3. People with international background bring diversity
Having lived, studied / worked abroad in a few countries, sometimes I wonder whether, and how international experience contributes to DEI in a workplace.
Looking back, I'm really grateful for every opportunity I've had to get exposure to the world outside of my own - whether that's moving with my family, going on an exchange program, or working in an overseas market. But I also recognize, the access to these overseas opportunities, especially at a younger age, is simply not available to everyone. And very often we are faced with factors outside of our control or influence.
Over the years, I've gotten to know many people with international experience, and that has become the type of background I'm familiar with. Interestingly, whenever I meet people who have grown up and lived / worked in the same geographic location, it actually feels somewhat refreshing. It appears to me that having international experience is just one facet of diversity, and it is an experience that requires the right opportunity to build up overtime. Many people just need that FIRST key to the door to get started.
Having unconscious bias is inevitable, but I believe it can be mitigated by educating ourselves, being more aware and critical of how we make a judgement or decision, and challenging assumptions or interpretations. Everyone comes from different starting points and progresses at different pace. Ultimately, DEI is a journey towards removing barriers among people, and learning to appreciate differences more rather than constantly seeking for commonalities and comfort from relatable groups of individuals.
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