Your company needs a diversity makeover
As reported by the New York Times, the well-known military contractor, Lockheed Martin, agreed to pay a former employee a hefty $2.5 million- the highest amount received by any one person in the settlement of a racial discrimination case filed by the U.S. Equal Employment Opportunity Commission. When the former employee complained about the racial slurs and threats he endured from coworkers and a supervisor over a period of two years, he was simply told by a company manager, “That’s just boys being boys, and that’s the way it is here at Lockheed.” Unfortunately this type of negligent response is not all that uncommon, as reported by hundreds of frustrated employees who participated in the Level Playing Field Institute’s Corporate Leavers study. In this case, Lockheed Martin will have to pay the high price, not only monetarily, but undoubtedly in terms of reputation and business as well. The following are a few practices prescribed by Giving Notice to companies such as Lockheed who are in dire need of a thorough diversity makeover:
- The character and culture of an organization are shaped from the top. Ensure that the CEO and management are fully committed to creating and maintaining a diverse culture and equitable workplace for all employees.
- Undertake a comprehensive audit of company practices (e.g., systems, policies, performance reviews, etc.) to look for hidden bias and hidden barriers.
- Conduct an anonymous, rigorous survey and focus groups focused on perceptions and experiences of all employees. Ensure that there are clear guidelines of openness and confidentiality.
- Analyze the data by demographic groups and business units.
- Develop a systematic plan to address any results that indicate problem areas.
- Institute a new approach based on frequent and regular communications, briefings, mentoring, and regular employee reviews.
- Develop interactive training programs for all levels of the organization focused on hidden bias and barriers in the workplace.
- Continue to conduct company audits, surveys, and focus groups so that employee feedback and overall improvement efforts remain ongoing.
- Revamp exit interview processes to ensure opportunities for organizational improvement are properly captured and addressed.
