Why corporate diversity programs fail -- and how small tweaks can have big impact | Joan C. Williams

45,977 views

2021-05-12 ・ TED


New videos

Why corporate diversity programs fail -- and how small tweaks can have big impact | Joan C. Williams

45,977 views ・ 2021-05-12

TED


Please double-click on the English subtitles below to play the video.

00:00
Transcriber:
0
0
7000
00:13
In 2018, two Black men went to a Starbucks
1
13038
5750
00:18
to wait for a business associate.
2
18829
1917
00:21
But when they asked to use the bathroom,
3
21413
2000
00:23
the manager ordered them to leave.
4
23454
2167
00:26
They refused.
5
26329
1500
00:27
He called the police,
6
27871
1417
00:29
and the video went viral.
7
29329
1625
00:31
Amidst an avalanche of bad publicity,
8
31871
3125
00:35
Starbucks closed all stores across the country
9
35413
3083
00:38
for four hours of diversity training.
10
38538
2916
00:42
And so, baristas were handed workbooks
11
42246
2708
00:44
with prompts like, "What makes me me and you you?"
12
44996
5125
00:50
and, "Understanding our bias: from color-blind to color brave."
13
50121
5708
00:56
This made newspapers across the country,
14
56871
2916
00:59
and arguably, that was the goal.
15
59829
2375
01:02
"Look, everyone! We're solving our diversity problem!"
16
62954
3333
01:07
The assumption, though, was that you could address structural racism
17
67079
5083
01:12
with an earnest conversation about our feelings.
18
72162
4584
01:17
My take:
19
77204
1417
01:18
give me a break.
20
78663
1166
01:20
To address structural racism, you need to change structures.
21
80329
4959
01:26
So in the aftermath of George Floyd's death,
22
86288
5083
01:31
my sense is that many companies are feeling pressure
23
91413
4166
01:35
to actually deliver on their diversity goals,
24
95579
3792
01:39
but they haven't a clue what to do.
25
99413
2750
01:42
And that's because we spent probably close to a billion dollars on diversity.
26
102871
6333
01:49
But the basic tools of the diversity industrial complex,
27
109246
4625
01:53
they just don't work.
28
113913
1666
01:56
A one-shot bias training --
29
116288
1791
01:58
it doesn't work for a really simple reason:
30
118079
2667
02:00
doing anything once won't change a company's culture.
31
120788
5125
02:05
And the other basic tools --
32
125954
2292
02:08
things like an employee resource group or a women's initiative --
33
128288
5583
02:13
they're fine,
34
133913
1166
02:15
if the problem is with the women and the people of color.
35
135079
4084
02:19
But it's not.
36
139163
1583
02:21
If a company faces challenges surrounding diversity,
37
141288
4000
02:25
typically, it's because subtle and not-so-subtle forms of bias
38
145329
5834
02:31
are constantly being transmitted through their basic business systems --
39
151163
5291
02:36
through hiring, through performance evaluations,
40
156454
3750
02:40
through access to opportunities.
41
160246
2667
02:42
So we need to stop trying to fix the women and the people of color.
42
162954
5292
02:48
We need to fix the business systems.
43
168288
2583
02:51
And if you think about it, this makes sense,
44
171371
3000
02:54
because if a company was facing challenges with sales,
45
174413
4458
02:58
it wouldn't respond by holding a series of sincere conversations
46
178871
5292
03:04
about how much we all value sales
47
184163
3416
03:07
and put on programming for "National Celebrate Sales Month"
48
187579
4209
03:11
and expect sales to improve.
49
191829
2792
03:15
But that's a lot of what we're doing in the diversity context.
50
195163
4000
03:19
If we really want to tackle diversity effectively,
51
199579
3834
03:23
we need to use the same tools businesses use to tackle any business problem --
52
203413
6916
03:30
evidence and metrics.
53
210329
2042
03:33
And, you know, I suspect this will come as a relief
54
213413
2625
03:36
to a lot of CEOs who feel far more comfortable using those tools
55
216079
5625
03:41
than they do with trying to lead a deep conversation
56
221746
4667
03:46
about the inner workings of social inequality.
57
226413
4208
03:51
The first step
58
231871
2208
03:54
is for us to understand what bias looks like on the ground.
59
234079
5375
03:59
And I and my team at WorkLife Law,
60
239454
3792
04:03
we have been studying how bias plays out in everyday workplace interactions
61
243288
5708
04:09
for well over a decade.
62
249038
2208
04:11
And what we find is that the same patterns of bias,
63
251288
5833
04:17
the same five patterns,
64
257163
2166
04:19
they emerge over and over again.
65
259371
2375
04:21
So here's what the evidence looks like.
66
261788
2250
04:24
The first pattern we call "prove it again."
67
264079
4125
04:28
Some groups have to prove themselves more than others.
68
268246
3667
04:32
This is triggered by lots of different things.
69
272538
2291
04:34
It's triggered by race and gender,
70
274829
3500
04:38
age, disability, LGBTQ status,
71
278371
4583
04:42
even social class.
72
282996
1708
04:45
So one study, for example,
73
285329
2875
04:48
looked at callbacks offered to white men with identical qualifications
74
288204
6750
04:54
but different hobbies.
75
294996
1458
04:56
One résumé listed things like sailing and polo,
76
296996
4833
05:01
and the other résumé listed things like
77
301871
2958
05:04
counseling first-generation college students
78
304829
3834
05:08
and country music.
79
308704
1250
05:09
And, if you can believe it, Mr. Polo --
80
309996
3083
05:13
he got 12 times the number of callbacks as Mr. Country Music.
81
313121
6000
05:19
Too often when we talk about privilege, we forget about class.
82
319163
4458
05:25
The second pattern is called "the tightrope,"
83
325329
2792
05:28
and it reflects the fact that a certain in-group of white men
84
328163
4833
05:32
just need to be authoritative and ambitious in order to succeed.
85
332996
5208
05:38
But women walk a tightrope,
86
338954
2792
05:41
where they may be seen as abrasive if they're authoritative
87
341788
4958
05:46
but unqualified if they're not.
88
346788
2166
05:49
And people of color who behave assertively often are written off
89
349621
5667
05:55
as angry if they're Black,
90
355329
2459
05:59
even hotheaded if they're Latinx
91
359246
2917
06:02
and sometimes as untrustworthy if they're Asian American.
92
362204
4542
06:07
The next pattern we call the "tug-of-war,"
93
367996
3167
06:11
and it reflects the fact that sometimes bias against a group
94
371163
5625
06:16
fuels conflict within the group.
95
376788
2708
06:20
So, for example, if there's room for only one woman or person of color,
96
380121
5542
06:25
it's entirely predictable:
97
385704
1834
06:27
women are going to be supercompetitive with other women,
98
387579
3250
06:30
and people of color, competitive with other people of color.
99
390871
3542
06:35
The fourth pattern of bias is actually the strongest form of gender bias,
100
395413
4125
06:39
called "the maternal wall."
101
399538
1958
06:41
And it reflects assumptions that mothers aren't committed,
102
401538
4375
06:45
probably shouldn't be
103
405954
2167
06:48
and aren't competent --
104
408163
2083
06:50
think "pregnancy brain."
105
410288
1500
06:52
So mothers often find they have to prove themselves yet again
106
412288
3625
06:55
when they return from maternity leave.
107
415954
2292
06:58
And if they do, they may be seen as bad mothers and so as bad people
108
418246
5500
07:03
and disliked.
109
423788
1250
07:06
The final pattern consists of racial stereotypes.
110
426163
4541
07:10
So, Asian Americans again and again report
111
430746
3167
07:13
that they're seen as a great match for technical skills,
112
433954
3334
07:17
but lacking in leadership potential.
113
437288
2416
07:19
And our studies show that Black professionals, again and again,
114
439746
4792
07:24
report really high levels of isolation
115
444538
3708
07:28
and often startling forms of disrespect.
116
448288
2958
07:32
And an Asian American professional may be seen as too emotional
117
452163
5958
07:38
in a discussion where, you know what,
118
458163
1875
07:40
a white man behaving exactly the same way
119
460079
3667
07:43
would be seen as having a career-enhancing passion for the business.
120
463788
4625
07:49
And so what we find is that white women report four patterns of bias.
121
469246
5333
07:55
Men of color also report four.
122
475038
3416
07:58
Women of color report all five in very substantial proportions.
123
478496
6750
08:05
And among women of color,
124
485246
2208
08:07
Black women report the most bias as a group.
125
487454
3959
08:12
But the bottom line, really, is that the experience of white men as a group
126
492913
4750
08:17
differs from that of every other group.
127
497704
3334
08:21
If a white man is a first-generation professional or LGBTQ,
128
501579
7000
08:28
he may encounter bias.
129
508621
1625
08:30
But but most aren't.
130
510246
1750
08:33
These biases can have really serious negative effects.
131
513579
4084
08:37
There's a ton of research.
132
517704
2042
08:39
But here's a story that really says it all.
133
519746
2458
08:42
We were working with one company, and we spoke to a woman engineer
134
522829
4667
08:47
who had found a mistake in one of the calculations
135
527537
3917
08:51
of a male colleague,
136
531496
1416
08:52
and she pointed it out.
137
532954
1542
08:55
When she pointed it out,
138
535162
1834
08:57
she was violating an unwritten rule.
139
537037
2917
09:00
The good woman is seen as modest, self-effacing and nice,
140
540537
5125
09:05
not a mission-driven expert.
141
545704
2583
09:08
That's why male experts in meetings exert more influence.
142
548746
4833
09:13
But you know what?
143
553621
1166
09:14
Female experts, they actually exert less influence than female nonexperts do.
144
554829
6417
09:21
And so when this engineer pointed out the mistake in calculation, she told us,
145
561954
6375
09:28
the response of her department was so massively negative that, she said,
146
568329
5333
09:33
"Now I'm just smiling a lot and bringing in cupcakes."
147
573704
4250
09:38
This company, by allowing gender bias to go unchecked,
148
578537
4917
09:43
was literally jeopardizing their mission.
149
583496
3500
09:49
So what's the solution?
150
589121
1875
09:51
The solution is to use bias interrupters,
151
591037
3959
09:55
new tools my team has developed
152
595037
3375
09:58
that are evidence-based and metrics-driven.
153
598412
3584
10:01
And I've just told you about a lot of the evidence.
154
601996
3125
10:05
Metrics are also superimportant
155
605162
2209
10:07
because they help you pinpoint where things are going wrong.
156
607412
3459
10:11
So if a company has challenges with hiring,
157
611246
3666
10:14
they should be keeping track of who is in the original pool of candidates
158
614954
5917
10:20
and who survives résumé review
159
620871
3333
10:24
and who gets called to interview
160
624246
2541
10:26
and who survives the interview.
161
626829
2083
10:28
And the reason that's important is because the fix,
162
628954
3875
10:32
if you have a nondiverse original pool,
163
632829
3125
10:35
is totally different than the fix if no woman ever survives the interview
164
635954
6083
10:42
because every woman is either too witchy
165
642079
3708
10:45
or too meek.
166
645787
1875
10:49
Metrics are also superimportant for another reason:
167
649787
4084
10:53
to establish baselines
168
653912
2084
10:56
and measure progress.
169
656037
1750
10:59
If you use evidence and metrics,
170
659246
2375
11:01
what we have found is that small tweaks can have really big effects.
171
661662
5959
11:07
So we've worked with one company, for example,
172
667662
3459
11:11
who asked us to look at their performance evaluations.
173
671162
3125
11:14
And when we did,
174
674704
1667
11:16
we found that only 9.5 percent of the people of color
175
676412
5917
11:22
had leadership mentioned in their performance evaluations.
176
682329
4042
11:26
That was 70 points lower than white women.
177
686412
4125
11:31
And that was superimportant because, as you can imagine,
178
691121
3083
11:34
mentions of leadership predicted advancement.
179
694246
4041
11:38
And so we worked with them to do two simple things.
180
698912
3417
11:42
First, we redesigned the performance evaluations form.
181
702704
4250
11:47
And second, we help them develop a simple one-hour workshop that,
182
707496
5708
11:53
among other things,
183
713246
1541
11:54
projected actual comments from the prior year's performance evaluations,
184
714787
5125
11:59
and asked people a simple question:
185
719912
3250
12:03
Which of the five patterns of bias does this represent,
186
723204
3833
12:07
or is it no bias?
187
727079
2000
12:09
Just doing that, we found in year two,
188
729121
2916
12:12
100 percent of the people of color had leadership mentioned
189
732079
4583
12:16
in their performance evaluations.
190
736662
2250
12:19
At this company, white women, they had a different problem.
191
739454
4167
12:24
Almost 20 percent had comments in their performance evaluations
192
744162
4625
12:28
that they didn't really want to make partner --
193
748829
2625
12:31
this was a partnership.
194
751454
1833
12:33
And we suspected the women hadn't actually said that.
195
753287
3459
12:37
It was just assumptions.
196
757412
1375
12:38
And so in that one-hour workshop, we told people,
197
758787
3084
12:41
"Hey, don't say this unless you've actually had a conversation,
198
761912
4500
12:46
and someone has told you they don't want to make partner."
199
766454
3708
12:51
In year two, only one woman got that comment --
200
771162
3334
12:54
one woman in the entire company.
201
774537
3000
12:59
And so what we find is that we have helped over 100 companies
202
779287
7000
13:06
actually make progress towards their diversity goals.
203
786287
4084
13:10
And there's growing evidence that these bias interrupters work.
204
790412
5167
13:16
And the best thing about them is that they help every single group.
205
796079
4417
13:21
So in this company I've been talking about,
206
801079
3667
13:24
in year two, people of color got wildly more constructive feedback --
207
804746
5000
13:29
it was like a 30-percent jump.
208
809746
1833
13:32
But white women, they got more constructive feedback, too,
209
812329
4250
13:36
and so did white men.
210
816621
2291
13:38
If you design your systems based on evidence,
211
818954
3042
13:42
it's going to help every single group.
212
822037
2167
13:45
So the bottom line, if you think about it, your systems and your culture,
213
825246
6166
13:51
they reflect the people you've already hired.
214
831454
3083
13:54
So if you want to replicate that workforce into the future,
215
834579
4792
13:59
definitely keep on doing exactly what you're doing.
216
839371
3791
14:03
But if you don't,
217
843621
1541
14:05
if you actually want to make progress
218
845204
2167
14:07
on diversity, equity and inclusion -- what we call DEI --
219
847371
5500
14:13
my message to CEOs is reassuring:
220
853996
3333
14:17
you already know what to do.
221
857371
1708
14:19
Use standard business tools,
222
859079
2500
14:21
start from the evidence,
223
861621
1708
14:24
gather metrics to establish baselines and measure progress
224
864496
4791
14:29
and keep at it until you achieve your goals.
225
869287
3500
14:33
That's the new DEI playbook.
226
873246
2833
14:36
And it works.
227
876912
1209
14:39
Thank you.
228
879496
1375
About this website

This site will introduce you to YouTube videos that are useful for learning English. You will see English lessons taught by top-notch teachers from around the world. Double-click on the English subtitles displayed on each video page to play the video from there. The subtitles scroll in sync with the video playback. If you have any comments or requests, please contact us using this contact form.

https://forms.gle/WvT1wiN1qDtmnspy7