What DEI Gets Wrong — and How to Do It Right | Paolo Gaudiano | TED

Summary

Paolo Gaudiano addresses the challenges of diversity, equity, and inclusion (DEI) in the workplace, highlighting the 'diversity disconnect' where representation is prioritized over actual inclusion. He argues that focusing solely on diversity can lead to backlash and reverse discrimination. Instead, Gaudiano emphasizes the importance of creating inclusive environments to retain diverse talent, which in turn boosts organizational performance and equity. He concludes by urging leaders to invest in DEI, drawing a parallel to the significant resources allocated to advertising versus payroll, suggesting a need for proportionate focus on DEI initiatives.

Takeaways

• 😀 Paolo Gaudiano, despite being a part of a privileged group, is passionate about diversity, equity, and inclusion (DEI) and aims to address the 'diversity disconnect'.
• 🔍 There's a significant backlash against DEI, which Gaudiano believes stems from a focus solely on diversity (D), neglecting equity (E) and inclusion (I).
• 📈 The lack of tools to quantify the impact of diversifying human assets in organizations leads to uncertainty and potential backlash.
• 🚫 The emphasis on diversity can lead to accusations of reverse discrimination, which Gaudiano argues is based on a flawed understanding of DEI's purpose.
• 🔄 The true reason for seeking more diversity is not to increase numbers at the entry level but to improve retention and create an inclusive environment where everyone can thrive.
• 📉 McKinsey's study reveals that there's a significant drop in the representation of women and people of color at the executive level, indicating a need for more inclusive practices.
• 🏢 Inclusion is about an organization's actions, while diversity is the outcome of those actions, emphasizing the need to address root causes rather than symptoms.
• 💡 Gaudiano suggests that equity is the desired outcome, as it reflects fair treatment and equal opportunities within an organization, leading to better performance and retention.
• 💼 Exclusion in the workplace, often invisible to those who are included, can lead to decreased performance, increased turnover, and financial losses for companies.
• 📊 Measuring inclusion is crucial, and Gaudiano's organization uses a combination of qualitative and quantitative data to identify and address exclusionary practices in the workplace.
• 💰 A significant investment in DEI is imperative, with Gaudiano arguing that companies should allocate resources to DEI proportional to the importance of their payroll, indicating a potential return on investment.

Q & A

What does Paolo Gaudiano consider as the 'white elephant' in his discussion on diversity and inclusion?

Paolo Gaudiano refers to himself as the 'white elephant', acknowledging the irony of a white, cisgender, heterosexual, fully privileged man discussing diversity and inclusion.

Why does Paolo Gaudiano feel like an imposter speaking on diversity and inclusion?

Paolo Gaudiano feels like an imposter because he recognizes his privileged background and wonders about his credibility in discussing topics like diversity and inclusion.

What is the 'diversity disconnect' that Paolo Gaudiano mentions, and why is it problematic?

The 'diversity disconnect' refers to the focus on representation (D) in diversity and inclusion efforts, often neglecting the aspects of equity (E) and inclusion (I). It is problematic because it can lead to backlash and does not address the root causes of inequality within organizations.

How does the focus on diversity alone, according to Paolo, lead to accusations of reverse discrimination?

Focusing solely on diversity can lead to accusations of reverse discrimination because it might be perceived as favoring certain groups over others, particularly when it results in targets or quotas that seem to disadvantage traditionally dominant groups.

What does Paolo Gaudiano suggest is the real reason organizations need more people of color and women?

The real reason organizations need more people of color and women is not to increase numbers at the entry level but to create an inclusive environment where these individuals can thrive and advance, leading to better retention and performance.

What does Paolo Gaudiano argue is the flawed foundation in the diversity and inclusion debate?

The flawed foundation is the assumption that increasing diversity at the entry level will automatically lead to a more equitable and inclusive organization, without addressing the systemic issues that cause high attrition rates for underrepresented groups.

Why does Paolo Gaudiano use the analogy of a house being cold to explain the problem with diversity initiatives?

Paolo Gaudiano uses the analogy to illustrate that simply increasing diversity numbers without addressing the underlying issues of inclusion is like raising the thermostat without fixing the drafty windows and leaking roof – it doesn't actually make the house warm.

What does Paolo Gaudiano identify as the key to creating a more inclusive organization?

The key to creating a more inclusive organization, according to Paolo Gaudiano, is to focus on actions that ensure everyone can perform at their peak and feel included, rather than just increasing the representation of diverse groups.

How does Paolo Gaudiano's organization measure inclusion?

Paolo Gaudiano's organization measures inclusion by conducting workshops and using a confidential online platform to collect qualitative and quantitative data on experiences of exclusion in the workplace.

What is the significance of the number 'thirty' in Paolo Gaudiano's speech?

The number 'thirty' signifies the ratio of money spent by U.S. companies on advertising compared to payroll costs, suggesting that if companies invest significantly in marketing, they should invest even more in diversity, equity, and inclusion efforts.