Millennials want to work for employers who value diversity and inclusion, but despite a changing zeitgeist that favors diversity programs, many employers are either procrastinating this programmatic development or failing at its execution.
The U.S. Equal Employment Opportunity Commission offers some standard guidelines to use as a template for individual workplace diversity programs, but these aren’t appropriate for all workplaces, and aren’t valued by all employers.
So how can you, a young professional in a non-diverse environment, make your voice heard, and inspire more active changes in your workplace?
Let’s start by addressing some of the main challenges that Millennials face trying to bring more diversity and inclusion to the workplace:
Goals And Strategies
So what can Millennials do to overcome those challenges and build more workplace diversity?
Establishing a diverse workforce is one of the most productive and impactful changes an employer can make; with benefits like better performance, higher employee retention, and a stronger brand reputation, the real challenge isn’t convincing people it’s a good idea—it’s making sure the idea is considered and executed effectively.
With these strategies, you can take meaningful steps to ensure your workplace becomes or remains forward-thinking for the foreseeable future.
By Sarah Ferguson, UNICEF USA
In the wake of George Floyd’s murder, corporate interest in DEI is higher than ever. But has this increased attention racial justice and inequity led to real, meaningful change? The authors conducted interviews with more than 40 CDOs before and after summer 2020 and identified four major shifts in how these leaders perceived their companies’ engagement with DEI.
Mid-career women are often surprised by the levels of bias and discrimination they encounter in the workplace, especially if they’ve successfully avoided it earlier in their careers. After speaking to 100 senior women executives, the authors identified three distinct kinds of bias and discrimination faced by mid-career women. They describe each bias and conclude with recommendations for overcoming them.
Bain research shows that men and women have consistent motivations when it comes to work, across factors like financial orientation and camaraderie. They also have similar attitudes on inclusion, with fewer than 30% feeling included in the workplace. Despite a lack of intrinsic differences, women and men continue to have different outcomes and experiences at work, due to meaningful imbalances in occupation choice, prioritization of flexibility, and the perpetuation of biases.