Why Is Inequality Low On the HR List of Priorities

I understand that surveys and polls aren’t
always indicative of everyone. But surveys and polls do provide some frame of
reference. So, I don’t know that they should be ignored. Which is why I wanted
to share this one from the Society for Human Resource Management (SHRM) and
Globalization Partners.

The survey reported that the
greatest challenges for global teams included collaborating and scheduling work
across different time zones (49%). But rated last
was unfairness or inequality among global teams (7%). I’d like to think that
you’re saying the same thing I am, “Why is inequality so low on HR’s list of
priorities?” Seriously, why? We know that creating diverse and inclusionary
workforces benefit employees and the business.

Organizations that are trying to create
award-winning cultures so they can attract and retain the best talent need to
have diverse and inclusionary workplaces. I wrote a series a couple of years
ago about building inclusionary cultures.

Defining
Diversity and Inclusion in Today’s Business Climate

Diversity and inclusion are an important part
of employee engagement. Company culture centers on a diverse workforce. And
that drives strong engagement.

Using
Trust and Emotional Intelligence to Establish Your Cultural Identity

Successful recruiting and retention relies on
a company’s cultural identity. It’s a key part of the employment brand. And
it’s built on respect and trust.

Using
Leadership to Establish Cultural Identity

The speed of change has companies scrambling
to keep up. Leadership is key. It helps drive cultural identity through
diversity and inclusion initiatives.

Implementing
an Inclusive Culture

An inclusive culture can offer a competitive
advantage. Diversity training programs are a great start. But leadership needs
to be the champion of diversity.

I’d like to believe that if human resources –
along with the rest of the organization – makes equality and fairness a
priority, then challenges such as collaborating and scheduling across time
zones get easier. I also realize that, in practice, this is much easier said
than done. I’m not implying that we can simply snap our fingers and create
fairness and equality. It takes time. It takes trust. Most of all, it takes
making it a priority.

I certainly don’t have all the answers about inequality here. But this survey does make me wonder if we’re focused on symptoms.

Ever since I read about this survey, it’s made me think about organizational priorities. Are companies truly focused on creating diverse and inclusionary workplaces? If so, is it a priority to have a workforce that feels employees are treated both fair and equal? It really should be.

Image captured by Sharlyn Lauby at the HR Technology Conference in Las Vegas, NV

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