In the pursuit of creating inclusive organizations, many companies invest heavily in diversity initiatives. However, not all approaches are equally effective. Why do traditional diversity and inclusion efforts often miss the mark and what can be done to foster a truly inclusive culture? New research provides insights that will help you to answer that question.
The 4 Types of Diversity Initiatives
This new research helps us to understand how organizations put diversity initiatives into place, categorizing them into four distinct types. Each type targets different components of attitudes and behaviors that impact workplace inclusion:
- Disrupting Stereotype Processing: These interventions focus on the cognitive aspect of attitudes by disrupting the way stereotypes are processed or retrieved. The goal is to shift what information individuals focus on, thereby reducing bias. Examples include anonymizing resumes, using structured evaluation processes, or implementing blind recruitment strategies. By removing identifying information that can trigger unconscious biases, these initiatives help create a more level playing field for all candidates.
- Changing Emotions: This category addresses the emotional component of attitudes. The aim is to increase positive or decrease negative emotions toward underrepresented groups. Techniques like imagining positive interactions (e.g., “imagined contact”) and perspective-taking exercises are used to foster empathy and reduce prejudice. By focusing on emotional shifts, these initiatives can enhance interpersonal relationships and improve the overall climate of inclusive organizations.
- Keeping Bias from Manifesting: These interventions target behaviors directly by providing strong external motivations to avoid acting on biases. Examples include implementing accountability systems and affirmative action policies. By linking diversity goals to performance evaluations or creating consequences for biased behavior, organizations can deter discriminatory actions. This approach focuses on changing behaviors by leveraging external incentives and pressures.
- Educating Employees about Bias: The most common type of initiative focuses on raising awareness and educating employees about biases. This includes diversity training programs, equality messaging, and workshops aimed at increasing awareness of unconscious bias. While these interventions are widespread, their effectiveness is often debated. They are designed primarily to inform rather than change behaviors, which can limit their impact on creating truly inclusive organizations.
But which of these are actually effective at changing employee behaviors?
Why Common Approaches to Diversity and Inclusion Fall Short
Many popular diversity initiatives, particularly training programs, do not produce lasting behavioral change. Research shows that diversity training alone often fails to translate into real-world improvements. In some cases, it can even result in resistance or backlash, particularly if employees feel singled out or unfairly judged.
Training sessions typically focus on raising awareness of biases but often stop short of changing how employees behave on a day-to-day basis. Without ongoing reinforcement and practical applications, the lessons learned during these sessions can quickly fade. For organizations striving to become more inclusive, it’s essential to recognize the limitations of traditional training and explore more impactful strategies.
The Role of Performance Management in Fostering Inclusion
One of the most effective ways to promote inclusive organizations is to rethink performance management systems. Rather than relying on subjective evaluations that may be influenced by unconscious biases, companies can implement structured, behavioral-based rating systems. These systems emphasize clear, objective criteria that reduce the potential for bias in performance reviews.
By holding managers accountable for their diversity and inclusion efforts, organizations can incentivize inclusive behaviors. For instance, integrating diversity goals into performance reviews or linking them to compensation can drive a stronger commitment to fostering an inclusive culture. Furthermore, transparency in performance management can ensure that all employees, especially those from marginalized groups, receive fair evaluations and opportunities for advancement.
Final Thoughts
Building inclusive organizations requires a multifaceted approach. While diversity training and awareness programs are a good starting point, they are often insufficient on their own. By understanding the different types of diversity initiatives—disrupting stereotype processing, updating affective states, inhibiting bias manifestation, and educating about bias processes—organizations can craft a more effective strategy that drives real change.
To truly transform workplace culture, companies need to focus on systemic changes, particularly in how they evaluate and reward employee performance. By aligning diversity goals with accountability measures, organizations can create an environment where everyone feels valued and supported.
For a deeper dive into these insights, be sure to check out the full podcast episode here.
