The image that is most synonymous with the term "privilege" is that of an older, white male. Although it may sound counterintuitive, that is exactly the reason why efforts to enhance diversity, equity, and inclusion (DEI) in the workplace need to find ways to bring this demographic into the fold.
The Current State of Diversity, Equity, and Inclusion in the United States
Despite the fact that in the United States, the number of businesses owned by Black or African Americans rose 14% from 2017 to 2020, they currently only account for 3% of total businesses in the country. In contrast, 85.6% of business are owned by white Americans, and men own more than six out of ten businesses. Asian-owned companies and Hispanic-owned companies account for 11% and 7% respectively, and those owned by American Indians and Alaska Natives, Native Hawaiians and other Pacific Islanders are at or below 1%. The reason that these statistics matter with regard to conversations around DEI is because white business owners are more likely to favor potential employees with a similar background to their own.
There is a body of evidence highlighting that workplace discrimination is still a major issue, including a study that found employers were 50% more likely to follow-up with a job applicant with a stereotypically white name than a stereotypically black name when the applicants' resumes were otherwise identical. This discrimination also extends to "assignments workers are given, the pay or benefits they receive, and the ways their performance is judged and rewarded."
The problem persists despite the numerous studies which indicate that a diverse workforce is not only beneficial from a social justice perspective but also in terms of the bottom line because diversity boosts creativity, attracts top talent, and leads to better decision making within teams.
So, what are we doing wrong?
As is the case with all complex problems, there are probably multiple answers to this question, but in the following paragraphs, we are going to explore why adopting an approach to DEI that is more inclusive of white men could be at least a part of the solution.
Reconsidering Our Approach to Diversity, Equity, and Inclusion
For the majority of people, change is terrifying at worst and unsettling at best. Currently, economic power in the United States sits within the square of white men, and their resistance to DEI policies originates from a fear of a shift in the status quo and a fear of being judged for a lack of sensitivity towards the suffering of marginalized groups.
Enhancing DEI starts with cultivating awareness. Awareness of previously unconscious prejudices and biases and the fact that comments and actions thought to be innocuous may in fact be highly offensive. Becoming aware of one's blind spots is an uncomfortable process and when people feel they cannot safely express their feelings or ask questions as they grapple through it, many will choose to rather not engage at all. When people feel threatened, they may lose their desire to do make any attempt at doing the right thing.
Creating an economy with a diverse workforce as its foundation cannot happen overnight. As frustrating as it can be to move slowly and carefully, if DEI policies are going to be effective, thoughtful consideration of all the actors involved is required. Although it may seem glaringly obvious that enhancing DEI is the way to go, we cannot assume that everyone is starting from the same place. It takes courage to admit that you don't know something or to express an opinion when you don't know how it will be received. To paraphrase Michael Barran, the CEO of DEI firm Iris Inclusion, to change people's behaviour, we need to meet them where they are. Rather than treating white men as the enemy in the fight for diversity, equity, and inclusion, we need to give them the benefit of the doubt that they will be able to see things from a different perspective if given the tools and then take the actions required to facilitate real, lasting change.
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