My window on the
future of diversity and inclusion shows a workforce that
is richly diverse and that draws upon all the world’s
communities. We all have the knowledge, experience, and
skills to communicate easily and well in the presence of
our differences. We reach previously unimaginable levels
of individual and team accomplishments. Our creativity
and innovation have incredibly positive impact for everyone
in society. Through this, our businesses and organizations
thrive.
What is needed to achieve this future state? In one sense,
only some time. Demographic trends in the United States indicate
that within about fifteen years the “baby boomer”
population will be transitioning into retirement while the
workforce is becoming predominantly women and non-White men.
Companies will either thrive by providing this future work
environment or shrivel away from inability to attract talent
and fill vacant positions. Our challenge is accelerating
this transition in a world that thinks in the near term.
What new strategies might we adopt? Building the future workforce
requires a focus on making outstanding education a practical
reality for all children. Federal, state, and local governments
clearly have a role. So do our companies— we must provide
role models, mentors, big sisters and brothers, and funding
to ensure universal education.
Attracting new talent requires more than words, expanded
sourcing strategies, and diverse slates of candidates. We
must get inside the decision makers’ minds, expand
their zone of comfort, and hold them accountable for their
decisions. This is critical to truly becoming more inclusive.
Developing and retaining talent is the third component. Restated,
either our leaders and work environment become more supportive
of people with different backgrounds or despite best efforts
in building the workforce and attracting talent, they will
leave. We all say that we need highly talented, creative,
skilled people. It stands to reason—such people will
only be interested in working where they are welcomed and
supported. Perhaps this is anticlimactic; the best “new”
strategy is to listen to these folks, remove the obstacles
ingrained in our policies, practices, and attitudes, and
create the supportive work environment we all desire. |
