With diversity and inclusion, organisations too often focus only on cosmetic change. ‘Interview bias training alone is not enough’, says Distinguished Professor Judi Mesman. She interviewed 40 people of colour in leadership positions. What can we learn from them?
Five recommendations from the report (more here)
- Ask yourself as an organisation if you are ready for ‘colour’ at the top. Is there sufficient acceptance, support from above and motivation to question things that are taken for granted?
- Be realistic: diversity and inclusion problems in an organisation will not be solved by having one person of colour in a leadership role.
- Take the experiences, concerns and suggestions of staff and leaders of colour about limiting norms and racism in the organisation seriously.
- Shift the focus from individuals and interpersonal behaviour to structures and the work culture to make your organisation more inclusive.
- Avoid focusing on the marginalised group as the source of problems or lack of success. Shift the focus to the whole organisation to ensure that action and connection come from all sides rather than depending on the ability of people of colour to conform.
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