These days more and more organizations are talking about Diversity and Inclusion. They publicly state a commitment to creating a diverse workforce and inclusive organizational culture. They may develop a strategy to implement various activities intending to move them closer to meeting this ideal.
While this is commendable, we continue to see evidence that many employers haven't yet mastered Human Rights 101 ... which leaves us to wonder how do you get to Diversity and Inclusion without mastering human rights?
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Since my last blog post about diversity marketing blunders I've found additional blunders that offer the same lesson for organizations -- hiring a diverse work team and creating an inclusive organizational culture in which all employees are able to voice their opinions can help you avoid these embarrassing and potentially damaging blunders.
Everyone makes mistakes so there is no guarantee that these missteps can be completely avoided. But increasing diversity increases the perspectives at the table and the opportunity for potential blunders to be identified and corrected before they become public. Below are five additional blunders that the perspectives of staff from diverse communities, backgrounds and identities could have helped these organizations avoid. In recent years, we've seen a number of marketing blunders that diversity on product development and marketing teams could have helped organizations avoid.
The benefits of workplace diversity typically focuses on how diversity strengthens the organization, enhances creativity and innovation, and increases productivity. A diverse workforce also allows organizations to better serve a diverse client population. Key to this is avoiding misguided products, or communication / marketing strategies that result from group-think or the blind spots that homogeneous groups can have. I've highlighted five of these blunders that suggest that these organizations clearly had a blindspot. Someone, or a number of people, thought these were great ideas. In some cases millions of dollars were invested. But once a diverse population got wind of it, they reacted very differently. |
TANA TURNERTana Turner is Principal of Turner Consulting Group Inc. She has over 30+ years of experience in the area of equity, diversity and inclusion. Categories
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