White Men: we need to step up and speak up – Now.

There are people who are promoting the idea that Diversity, Equity, & Inclusion efforts (DEI) are all about hiring women and people of color who are not qualified for their roles.  This is inaccurate and is creating discord in our society.

DEI is about fairness.  And it is about making sure everyone feels welcome.

However, if women and people of color speak out about this inaccurate portrayal of DEI, people can brush it off as self-serving.  That is why we – White Guys – need to step in and set the record straight.

For example, maybe you will hear people in your organization making comments like “We need to get rid of DEI here and eliminate all these ‘diversity hires.’” One thing you could do would be to pull one or two people aside who were part of the conversation and say “Hey Guys.  We all know that we have many high performing women and people of color who work here.  This ‘DEI bashing’ is all wrong.  All DEI is about is fairness and creating a welcoming place to work.  Don’t we all believe in that?”

You might be in an organization that – for some reason – feels it needs to stop using the words “diversity, equity, and inclusion.”  Okay.  Just don’t let your people forget the principles behind the words.

DEI is about fairness.  And it is about making sure everyone feels welcome.  If we need to change our terminology, fine.  But let us make sure that our policies, our new language, and our behaviors follow these principles.

Issues of Racial Justice touch on a variety of important organizational functions, such as hiring, promotions, and building effective teams.  It is crucial that the principles of fairness and creating a welcoming environment are embedded in these activities.

A few years ago I wrote a blog: Wanted: Allies & Accomplices.  It made the point that DEI efforts need support.  Allies provide “quiet support” and Accomplices provide “vocal advocacy.”  But that was three years ago.  “Quiet support” was fine then.  But not now!  We especially need White Men to step up and advocate for what is right – for fairness and justice.

If you are on board, then please forward this message to other White Guys who you think may be supportive!

With this in mind, when I have hired people in the past, I think about their individual merit and what they will contribute to the collective.

Last semester, I provided students in one of my classes with the following scenario and questions:

The Board of Directors of a public company has ten people – all white men.  There are two openings to add to this Board.  The Search Committee brings five candidates to the Board.  They are all different, but all meet the qualifications to serve on the Board.  None of them provide a skill the board is lacking.  The only real difference between them is their gender, race, and therefore – of course – their lived experiences.  There are two white men, one White woman, one African American woman, and one Hispanic man.

What might be some upsides and downsides of selecting one or two of the white men?

What might be some upsides and downsides of selecting one or two of the non-white men?

The students were not asked who they would choose, nor did I tell them what I would do.  We discussed the tradeoffs.  The students were clear that the benefits of selecting the non-white men – given that their “individual merit” was equivalent – included that shareholders, employees, and customers who were women and people of color might feel that their perspectives would be better represented.  Students also thought that the lived experiences of the people of color and women could lead to better decision-making by the Board.

Perhaps “Collective Merit” is what President Ronald Reagan had in mind when he appointed Sandra Day O’Connor to the Supreme Court in 1981.  She was the first woman appointed to the Court.  Many white men objected and said that they were more qualified than she was.  But many women said they appreciated having a woman’s view represented there.

Since that time, Presidents of both political parties have appointed non-white men to the Court.  I’m sure that there were always white men who felt they were more qualified.  And while many people may not like some of the Court’s decisions from time to time, you would have to agree that the Court looks a lot more like America than it did in 1965 when it was all white men.

Much is being said these days about the elimination of DEI: Diversity, Equity, Inclusion.  Regardless of what you call it, organizations will continue to do hiring, promotions, compensation, and professional development.  They will need to build teams who feel connected with one another and are committed to the mission.  And they will want teams that are staffed for high performance.  Hiring for a combination of individual merit and “Collective Merit” would be a wise thing for organizations to keep in mind.

Will you use your power wisely???

As humans, it is easy for us to fall into certain “power traps,” as we gain authority.  A recent article in Harvard Business Review outlined some of these.  Just by being aware of them we can potentially avoid these:

*The Savior Trap.  Some people can expect you to have all the answers.  Consequently you can fall into the trap of thinking that you actually have those answers, rather than relying on your team.  You can become a micromanager.  Focus on being a facilitator of great ideas from the collective.

*The Complacency Trap.  If you start thinking that you have all the answers, you can fall into a second trap – lack of curiosity.  After all, you’ve seen it all before!  But maybe not.  The context is constantly changing.  Continually second guess yourself.  “What are we overlooking?  What assumptions are we making?”

*The Avoidance Trap.  Your former boss would not let you avoid tough challenges or uncomfortable interactions.  But now that you are the boss, it is easy to totally avoid these or put them on the back burner.  Of course, sooner or later they will come back to bite you – and they will have become even more difficult to resolve by then.  Make a habit of running toward your most difficult challenges.

*The Friend Trap is acting like a peer, when you are not.  You now need to hold your former peers accountable.  And don’t play favorites.  It’s lonely at the top!  It is vital that you connect with other people – usually outside your organization – who have similar roles so you have a network of support and collegiality.

*The Stress Trap.  Additional stress is inevitable as your responsibility increases.  Self-care is not just a good thing to do for yourself, it needs to be an organizational priority.  Make sure that you are getting your sleep, exercising, eating properly, and practicing mindfulness.  Be careful not to become a full-blown workaholic.

Power doesn’t just change us, it changes those around us.  It changes perceptions and expectations.  Power can influence us in ways we do not even realize.

Use your power wisely.  Watch out for these traps and try to maintain a “servant leader” perspective as you continue to receive more authority and responsibility.  This attitude will carry you and your team a long way in making a Mission Impact.

*Ideas for this blog taken from: Diamond, J., Zigarmi, L, & Mones, L. “5 Traps to Avoid as You Gain Power as a Leader,” Harvard Business Review online, June 13, 2024.

Maybe you too?

A few years ago, the Governor of Virginia got in trouble for having appeared in a college activity that included people in blackface.  I commented to some African American friends that I did not understand the problem.  They kindly suggested that I do some research.  Wow.  You can read more here, but blackface was used by actors in shows starting in the 1800s to demean Black people.

I had no idea about this and no idea about many things I have learned in recent years about others with different backgrounds than me.  I still have a lot more to learn.

If we don’t know our US history – especially the parts about people different than we are – then any of us can inadvertently do or say something racist.

For example, you know that slavery was abolished in 1863.  But did you know that there were lots of laws in the South created after 1863 that were designed to discriminate against African Americans; treating them nearly the same as slaves.  You can read more about some of these laws here.

These laws include terrible things like redlining – which systematically denied housing loans to people of color except in areas that were deemed undesirable.  This law was not repealed until 1968!

And up until 1963 in Birmingham, AL, it was illegal for white and Black people to participate in the same sports together – including checkers!  These segregationist views still influence many people today.

I’m guessing that most readers of this blog don’t want to inadvertently do or say something insensitive.  If that’s you, then I encourage you to take some time to learn more about people with whom you do not share the same cultural heritage.

In addition to the links above, here are some other places to start.  You can do online searches to learn even more.

Immigration is not a new issue for our country.  Mob violence, lynchings, segregation, and deportation of Mexican-Americans who were legal citizens dates back to the 1800s.  You can read more here.

Discrimination against Asian Americans goes back to the 1800s as well.  Even though Chinese immigrants were valued for helping to build railroads in the 1860s, there was a backlash – resulting in the 1882 Chinese Exclusion Act.  Chinese immigrants were denied the right to be naturalized citizens until the 1940s.  Then, of course, there was the internment of Japanese Americans during WWII.  You can read more here.

We know that land was stolen from Native Americans and they were placed on reservations.  But most people do not know that government agencies across many states systematically, forcibly abducted tens of thousands of Native children from their parents and put them in boarding schools.  The goal was to “Kill the Indian, Save the Man.”  More details are here.

Obviously, we did not learn about most of these things in our formal schooling.  Let’s do our homework.  I still have a lot more to learn, myself.  Since we care about others, let’s get educated so we treat people with the care and respect we intend for them.

We cannot let this happen.

Diversity: we live in a diverse country and our organizations need to reflect that – it is a good thing and the right thing to do. Do your staff recruitment efforts purposely reach out to diverse communities? Are your hiring practices fair and objective?

Equity: people who are doing the same job and performing at the same level deserve the same compensation. Promotions should be based on objective criteria that is widely explained and applied.

Inclusion: everyone needs to feel that they matter, that they have a voice, and that they belong. Everyone needs to feel that their contributions matter.

These are non-negotiable priorities. Stand firm in your efforts!

It will continue to take lots of effort for us to reach Dr. King’s vision of Beloved Community. But I believe in that promised land.

We shall live in peace one day.

Hate crimes are on the rise, including Antisemitism, Islamophobia, and acts impacting people of color, immigrants, the LGBTQ+ Community, and essentially anyone who is not a WASPy straight, male (like me).

If we ever needed more Peace on Earth, it is now.

But what can just one person do about it?

Christians are preparing to celebrate Christmas, Jews have just finished celebrating Hanukkah, many will soon be celebrating Kwanzaa, and all of us will be ringing in the new year.  At this holiday season, I am going to reflect on that question . . .

What can one person do about it?

What can I do?

To begin with, I’m going to focus on treating everyone I encounter with a little more Loving Kindness.  We have no idea what other people are going through.  A little extra caring in our interactions is probably a good place to start – a little kinder, a little less judgmental, more forgiving, and giving people the benefit of the doubt.

When we do this, we are helping to build what Dr. Martin Luther King, Jr. liked to call, the Beloved Community where kindness, compassion, and love for all motivates our actions.

If we can all take steps in that direction, then maybe we can create a new trend.  And then keep it going even after the holidays.

May we have Peace on Earth . . . and Goodwill to All People.

• Improve Public Speaking
• Practice Giving Effective Feedback
• Learn more about AI
• Get an MBA
• Become More Visionary
• Challenge the Process

These aren’t bad things to work on, but maybe you need to call a timeout and look at something even more fundamental.

How much do people trust you?

If you did a “Trust Audit” of your direct reports and your colleagues, how much would they say they trust you on a scale from 1 – 10; if they were being honest?

How can you improve the level of trust between yourself and others?  Here are some ideas:

*Show Respect to All People at All Times.  No exceptions.  Not just the bosses.  Everyone deserves to be treated with a high level of respect and human dignity all the time.

*Be Honest.  To quote a familiar line “tell the truth, the whole truth, and nothing but the truth.”  Be forthright.  Don’t hold back.

*Exit the Spin Zone.  Are you always trying to put the best “spin” on everything?  Stop it.  People can smell BS.  Be straight with everyone.

*Be Inclusive.  Go out of your way to get to know other people in your organization – especially if they are different than you.  Make sure that everyone is encouraged to share their ideas during meetings.

*Deliver Bad News Quickly and With Candor.  For example, if there are going to be layoffs and it is going to be tough for everyone – just put it out there in as caring way as you can.

*When You Make a Mistake, Apologize.  None of us are perfect.  When you make a mistake, own up to it immediately, and do your best to make it right.  Don’t play the blame game.

*Be Fair in Your Decisions.  Don’t play favorites.  When you have tough decisions to make, find some trusted people outside your organization who can give you feedback.

You can build trust over a period of years, but it can be shattered in moments.  Be vigilant to maintain your honesty and focus in your relationships with others.  A high level of trust between you and others will make you a more effective leader and, more importantly, a better person.

However, when we are engaged in a negotiation of any kind, it creates incentives for us to violate even our own ethical codes.  And research shows that the more someone in a negotiation has to gain financially, the more likely they are to lie.

This is nothing against any of us – personally – it is just a part of being human.

Even when we believe we are acting ethically, we can deceive ourselves, due to self-serving bias.

Following are some ideas to help you behave ethically in a negotiation:

*Outside Advisor.  One of the best things you can do when you are preparing for a negotiation is to ask a trusted friend – who has nothing to gain or lose – to shadow you through the process.  They can often see things that you simply cannot.

*The Role Model Test.  Would you advise someone else to do what you are about to do?  Would you be proud to see your child do this?  What would society be like if everyone acted this way?

*Front Page Test.  This is a classic.  How would you feel if your behavior was reported on the front page of The Wall Street Journal?

*Fully Prepare.  We humans are even more tempted to cheat and lie if we have not done our homework.  Make sure that you are fully prepared for your negotiation, that you have done your research, and have carefully considered your opening offer, your bottom line, and your alternatives if the negotiation fails.

Of course you want to achieve a favorable outcome from your negotiation.  But lying or cheating in order to do so, makes it ring hollow.  Every time you are reminded of what you did, it will eat away at you. Watch out for these traps and enjoy the good feeling of a successful, ethical negotiation outcome.

Ideas for this blog taken from:  Thompson, L. (2014). The Mind and Heart of the Negotiator (6th edition). Upper Saddle River, New Jersey: Prentice-Hall.

Many organizations are paying extra attention to their Diversity, Equity, Inclusion, and Belonging efforts.  However, recent research from Gallup shows that many Employees are not satisfied with the results.

Following are some examples based on surveys of Chief Human Resource Officers (CHROs) and Employees of the same companies.  The theme is that even though most CHROs think they are making progress, Employees do not feel the same way:

• While 97% of CHROs say they have made changes to improve DEI, just 37% of Employees strongly agree that any changes are meaningful.
• Only 33% of Employees feel they have fair, equitable opportunities for advancement within their organizations.
• Just 30% of Employees report they are being treat fairly in their organizations.
• While CHROs say they want to build on an individual’s strengths, only 29% of Employees agree.
• A vast majority of CHROs (86%) say that they believe their organization will do the right thing when faced with an issue of ethics and integrity; only 35% of Employees feel the same way.
• A total of 65% of CHROs say that the organization cares about the well being of people; only 24% of Employees agree.

What can organizations do about this chasm between intentions and reality?  Here are some ideas to get started:

• Re-double your efforts. The bad news is that most CHROs thought they were hitting the mark.  The good news is that you now know you probably are not – so step up your efforts.  Reach out and ask your Employees what more needs to be done.
• Improve Hiring and Promotion Processes. Adopt best practices such as anonymizing applications and creating diverse interview panels.  Broadly advertise for positions and do not rely on referrals.
• Leverage Strengths. Adopt an organization-wide “strengths-based” approach to management and consider training on the Gallup Q-12 Employee Engagement
• Constructive Dialogue. Train managers on how to have difficult conversations about DEIB.  Many managers avoid this; White Fragility is a real thing.

While the job market is not as competitive as it was a year ago, people are still interested in leaving if they do not like an organization’s culture.  Show your Employees that you take matters of DEIB seriously.  If you want to attract and retain the best talent, then you need to address this important issue.

*Ideas for this blog taken from: Brecheisen, J. “Research: Where Employees Think Companies DEIB Efforts Are Failing,” Harvard Business Review online, March 9, 2023.

Some of the “old school” ideas of courage include being a “tough guy” (and they mean it in a masculine way) who takes lots of risks, has all the answers, and pursues HIS plan no matter what.

Fortunately, more updated ideas of “courage” are emerging – and some of them are discussed in a recent Harvard Business Review article:

*Openness and Humility.  Courageous leaders don’t have to be right all of the time.  They are open to the views of others and can admit when they are wrong.  They can actually apologize.  Thinking you are right all of the time is actually dangerous.

*Put Principles First.  Courageous leaders know that they are not in a popularity contest and don’t try to make everyone happy – as their top goal.  They seek the “right thing” to do for the good of the organization and according to their values.

*Make the Workplace Safe for All.  Courageous leaders encourage others on their team to do the “right thing” as well.  And they provide support and cover if their team gets push back.

Courageous leaders surround themselves with people who will challenge them, rather than hiring the stereotypical “yes man.”  They Voice Their Values and encourage others to do the same.

*Ideas for this blog taken from: Detert, J. R.  “What Courageous Leaders Do Differently,” Harvard Business Review online, January 7, 2022.