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Learning From the Rescinded Diversity Training Ban

President Joe Biden held his post for only a few hours before rescinding former President Donald Trump’s executive order banning some forms of diversity and inclusion training.

The highly controversial order, executive order 13950, prohibited federal contractors from implementing training programs that promote “race and sex stereotyping and scapegoating.” It was signed as the country reeled from mounting racial tension and a pandemic that exposed severe inequalities. Ultimately, the order was met with lawsuits and blocked by a federal judge on First Amendment grounds.

In an effort to shift the federal government’s focus back to equity, President Biden revoked the ban immediately. Now, compliance professionals are taking a hard look at the goals of diversity training and affirmative action compliance. Specifically, they’re wondering how to move companies forward in light of the revocation.

How Compliance Professionals Received the Revocation

It’s easy to assume that compliance professionals embraced Biden’s rescission of Trump’s executive order. After all, more than 160 organizations—including the U.S. Chamber of Commerce—called upon Trump to reconsider the order. Their reaction illustrates the danger of using unilateral government action rather than the legislative process to make major changes.

Although the intent of the executive order was fairly clear, it permitted the federal government to punish employers for “unpopular” speech in a way that was overly broad in application. This put employers in a challenging position, which is why many halted diversity and inclusion training altogether. As a result, this chilled efforts to prioritize anti-racism training at a time when diversity and inclusion messaging mattered the most.

When companies really looked at the hard numbers behind discrimination in corporate America last year, it became clear that we have a long way to go to reach a state of equality. Diversity and inclusion messages and training play a big part in that, but they only work when they bring everyone in—not when they call some people out and let exclusion and intolerance germinate.

The Forgotten Voices in Affirmative Action Compliance

Despite evidence of systemic racism in America, many Americans still resist the notions of equality and nondiscrimination. For some, these attitudes stem from a place of hatred and animosity. Others don’t see why diversity training is important because they fear these initiatives will put them at a disadvantage. On the opposite side of the spectrum, progressives sometimes lump these people into baskets and treat anyone who disagrees with their views as unsalvageable.

Too many misconceptions exist because of poorly communicated diversity and inclusion messages. Speaking down to people who question the goals of diversity training or treating them like they need to be “saved” won’t create a more inclusive workplace.

Lasting change begins with reaching out to people who do not understand or support the goals of diversity training and hearing the reasons why. 

After all, if you work to really understand why people are resistant in the first place, you can create the right messages to help them see the practical benefits of diversity and inclusion work. Leaving workers who think differently out of the conversation is not the answer.

How Revoking a Ban Became a Band-Aid

The fundamental goal of diversity training should be enlightenment, which can be emotional for those new to the idea. So if you’re going to dig deeper into social science, prepare to do some social work. If you’re teaching people to be more sensitive to others but show only insensitivity toward them, expect poor results.

Because of these realities, compliance professionals must take diversity training a little bit deeper. Right now, companies largely double down on anti-bias training and diversity and inclusion messages when there is a crisis or a public relations disaster. That’s the wrong approach. Successful programs require an understanding of skeptical people and a long-term commitment. Don’t coddle employees who struggle with the concept. But also make sure they don’t leave training sessions feeling shamed or ridiculed.

Unfortunately, many diversity training efforts fail due to skepticism or improper implementation. That’s because people react to them differently, and sometimes in unexpected ways. Still, compliance professionals should carefully examine the ban created by President Trump’s executive order, its revocation, and how to now get doubtful audiences on board.

Charting a New Course in Changing Times

As you renew complex discussions about equality and inclusion, do so with care and compassion. Here are a few ways to ensure more success in diversity training and affirmative action compliance moving forward:

1. Review your compliance and diversity training programs

Take some time to look at your communication. What message does this training send? Does it feel inclusive or exclusive? Your communication should convey the idea that everyone belongs. This requires identifying, recognizing, and confronting what “good” people experience, including the trainers. Fear is human, so keep compassion top of mind.

2. Do not alienate the other side

Both sides of the political spectrum can house inequality. The answer to discrimination and division cannot be more discrimination and division. It is hard to gain credibility if you host programs that attack one side of the political spectrum. And why go into these critical conversations knowing you’ll offend at least 47.4 percent of the population?

3. Be skeptical of trending ideas

Although it is tempting to subscribe to every “breakthrough” idea, research it before you incorporate it. Yes, people are having a lot of great conversations right now about race theory and dominant culture systems. But fixing race relations takes time, thought, and hard work. You need more than flashy concepts with a “just do this” or “just do that” prescription.

4. Support outreach statements with action

Saying your “door is open” with no meaningful action is not enough. Actively reach out to employees and provide opportunities for them to share negative feedback—and not just positive thoughts. If you provide programs without getting feedback on your messaging, you’ve failed employees. Without input from others, diversity training becomes unilateral and chilling, much like the executive order. Instead, use feedback to achieve meaningful, lasting change.

If diversity training and affirmative action compliance were easy, it would be a non-issue at most companies; however, that is not the case. If you are exploring new ways to address inequality in the workplace, communication is key. It’s time to collaborate with employees—with varying current belief systems—to address systemic racism in a way that works.

Let's Talk Jobs: Massachusetts Ahead of the Curve

In the national discussion on jobs, the plight of underemployed workers and unlucky job seekers captures the lead. If you’re lucky enough to live and work in Massachusetts, the story is more upbeat. Unemployment in Massachusetts is just shy of two percentage points below the national average of 8.1 percent, even after adjusting for September’s drop in business confidence.

As a strategist, leader, recruiting practitioner, workplace and social media culture fan, I’m grateful to live and work in a state where ~116 academic institutions act as a magnet for the best and brightest students, teachers and workers. We have a tremendous Tech Innovation Economy here, even if business confidence did stutter a bit in August and September. And I’m happy Senator Scott Brown is paying attention to jobs and the local economy. I’m also honored to have been invited to speak on a panel of other passionate pros tomorrow Friday, October 5, at Talent-Focused Innovation, a live discussion which will be moderated by Joe Nigro, Business Evangelist at Vsnap. I arrive at this discussion not as much from a political standpoint as I do a global and social calling and a celebration for talent in Massachusetts.

One of my passions is humanizing brands – I enjoy consulting with companies to link workplace culture, talent strategy, leadership and company values so job seekers will be attracted by the company’s brand and culture. Employees spend nine hours a day (or more) at work – it makes sense to work for a company that understands and promotes a healthy workplace culture.  Every business leader should recognize that people must be able to understand and believe in your culture – it’s critical for recruiting and longer term retention.

I’ll bring this perspective with me to the panel discussion Friday. Recruiting powerhouses Joe Nigro of Vsnap, Art Papas, CEO of Bullhorn, and Eileen Habelow, SVP of Randstad will also be on hand to field some very difficult questions from Senator Brown and Joe Nigro. I look forward to it being a collaborative panel. Community and Talent is where it’s at.

Of course you’ll have to attend to hear the panel’s response, but I’ve been thinking about these questions, and here’s a preview of my perspective:

1. Why do you think the Massachusetts economy is outpacing much of the nation in employment?

Companies – even here – are investing less in tech now. They are worried about the China debt crisis, QE3, taxes and more. Massachusetts isn’t isolated from the national and global economies. We do, however, have advantages; the question is how to help companies and workers manage in a time of economic uncertainty.

2. What types of companies are providing the most job opportunities?

Not surprisingly, the largest employers in this state are hospitals and insurance companies. Harvard University also accounts for a large proportion of workers.

3. When are the best times to recruit top talent?

March through May can be an active time for recruiters and job seekers. Grads are ready to jump into the world of work, and companies are eager for fresh talent. Honestly, there is never one best time of year. The job market is very dynamic.

4. Since Massachusetts has 116 academic institutions, do you find yourselves recruiting this talent right here or are you recruiting outside of Massachusetts and why?

With more than 100 colleges and serious software and medical innovation, Massachusetts has a great pool of candidates. Why look elsewhere? Even Mark Zuckerberg said that he regretted the move to Palo Alto.

5. Why types of technology are you using to tap top talent?

I’m seeing a wave of new and exciting recruiting and HR technologies, but LinkedIn is still popular – it has the human touch in that you can contact people more quickly something that is so lacking in the old school cold-calling style of recruiting. There is more work to be done here. LinkedIn is one large database that is now evolving on many social and content sharing levels.

6. How does the entrepreneurial spirit we are seeing impact Corporate America’s growth?

Massachusetts is a power center of entrepreneurial spirit. Look to this state to lead America, and corporate America, out of the doldrums.

7. What are some tips and tricks to engaging a passive candidate?

I don’t always recommend looking for passive candidates. You want to find and hire people who will commit to your company and be engaged by the work. If companies are doing a good job with workplace culture, it will be easier for recruiters to attract passive candidates. Business leaders must focus on building positive workplace culture! It is essential in this competitive market for the very best talent.

8. If you could offer any advice to some of this amazing talent looking for opportunities here in Massachusetts, what would it be?

If you’re a job seeker, go for it. Use your passion to show recruiters and companies how you’ll fit into their culture. You have valuable skills, and companies are searching for you – and those skills – right now. Be social. Let your brand shine. It’s a tough market out there so stay focused on your goals and keep your brand up to date.

Again, these are only partial answers. To hear my complete thoughts, and see how our panel and Senator Brown interact, you’ll need to be there Friday. Hope to see you there!

Please stop by and ask me tough questions. Get involved in the process. It doesn’t matter where you sit on the political spectrum – all that matters is that you raise your voice to be heard. Now is the time.

 (Photo: Boston Harbor. Courtesy of Guglielmo Losio via Stock.xchng)