The Problem with Current D&I Practice

A lot of companies, whether large or small, are embracing the notion of diversity and inclusion (D&I) in the workplace.

This embrace is warranted and welcome.

However, like any practice, the intention behind the action does not guarantee an effective and value-adding execution of the action in question.

The problem with current D&I practice lies in its application in the workplace.

D&I’s current focus applies to demographic identity. Groups catered towards veterans, women, racial minorities, and special interests (i.e. LGBTQ) come to mind.

Is there anything wrong with these groups? Not at all. Do these groups serve their own purposes? Yes. Do they add value to the workplace and to the worker? Absolutely.

But the focus on demographic identity materially limits the membership and bandwidth of conventional D&I groups. Although these groups certainly attract support and engagement from exogenous participants, they primarily command the attention of their respective demographic audiences (which can easily turn these D&I groups into silos, making them less impactful).

I propose an alternative that will increase engagement and connectedness amongst colleagues. Further, this alternative will elevate the relevance of D&I and transcend the limitations of demographic-oriented D&I groups.

What is the alternative?

Simple: I recommend that companies transition demographic-prioritized D&I groups into activity-prioritized D&I groups.

Imagine D&I groups oriented towards activities of any scale and scope.

The monthly book club that meets for coffee and pastries at the local café.

The CrossFit Crew that plans weekly workouts to pursue their fitness goals alongside their colleagues.

The biweekly WebEx where participants discuss recent events in business.

These types of activities apply across demographic identities. They apply across geographic locations. They apply across layered interfaces. And yes, although activity-prioritized groups do exist in many companies, they are typically placed on the backburner. If they were promoted and encouraged to the level of demographic-prioritized groups, just imagine the creative, temporal, and tangible resources available to elevate the impact of activity-prioritized groups!

Activity-prioritized D&I groups maximize membership and bandwidth amongst colleagues.  They truly enhance engagement and connectedness by effectively aligning person with purpose. 

The greatest benefit that D&I can possibly offer lies within the diversity and exchange of ideas. Ideas drive engagement, interest, and action. When ideas transform into activities, they create communities of people who collectively reap insights and experiences that result from the activity in question.

Therefore, activity-prioritized D&I groups can outperform conventional D&I groups by leveraging extended membership, engagement, and bandwidth opportunities. Where the conventional D&I group may succumb to the silo mentality, the activity-prioritized D&I group self-perpetuates true diversity and inclusion by leveraging the diversity of its constituents and inclusion of colleagues across departments, demographics, and interests.

It’s time to rethink D&I. A person’s purpose, passion, and interests are far more telling of his diversity, and value-add, than his demographic association. Activity-prioritized D&I groups capture and cultivate inner-driven diversity of thought, transforming these thoughts into activities and communities that span across different ideologies, identities, and interests.

 And as ideas bounce back and forth between different individuals, synergies arise. Respective communities, and their members, benefit from mutual idea exchange and active interaction. Diversity at its finest.

What drives you? And how can you apply your diversity of thought, and of action, today?