Diversity in the workplace: A deeper look at office dynamics

Over the last few years, diversity in the workplace has become a hot topic of discourse in offices around the world. It has surely found its place at the top of the priority list for companies who aim to stay relevant and elevate their performance in the market. It cannot, however, be seen simply as a managerial quota that has to be met. Companies that ensure diversity in the workplace show better results in creativity, innovation, and financial returns. 

Given how important diversity in the workplace is, we need an authentic dedication towards implementing essential values and actions into the work culture. The first step in upholding these values in the workplace is finding ‘allies’ who are willing to set an example and give these diverse voices a platform to realise their full potential. 

Over the past few years, allyship has become an important and highly talked about topic across various corporate industries. It is also featured in Dictionary.com as the word that describes 2021 in the best possible way. This emphasises the fact that in the modern corporate working world, diversity in the workplace is more important than ever and must be addressed. 

Allyship and allies

Allyship refers to an ongoing effort to work and support diverse groups in the workplace where a person of privilege aims to stand against already existing systems and biases which challenge the group’s basic rights. For instance, picture a situation where a female is speaking until a male decides to interrupt them as he feels his explanation would be better understood. However, then the other male steps in to let the female finish without undermining her competence, he has now become her ally. Through such respectful acts, allies ensure that the values behind upholding diversity in the workplace are implemented into the ongoing work culture. Allyship is, however, not only speaking up for these diverse groups who do not have a voice, but also, it is simply the act of using your voice to ensure you provide a platform for these groups to speak their own mind. Honing in on diversity in the workplace. 

Allies for diversity in the workplace

Allies play a key role in ensuring that diversity in the workplace is a standard practice that allows individuals of minority groups to feel supported and empowered to speak up for themselves. If you’re unsure whether you can be an ally, the answer is yes, anyone and everyone can become one. Although, it is important to bear in mind that it is not an easy position to take in society. If you are a man, you can be an ally to a woman, if you are white, you can be an ally to someone who is black, if you are cis-gender, you can be an ally to someone who is transgender, and so on.

An allyship is especially important for the LGBTQ+ community, which is at higher risk of workplace conflicts and harassment than its heterosexual and cisgender counterparts. Recent studies, emphasise the magnitude of the issue, as almost 55% of trans workers have experienced workplace conflict, whereas comparatively 29% of heterosexual and cisgender interviewees claimed to have been exposed to such difficult situations. While ensuring diversity in the workplace is fundamentally good, it’s just as important to warrant that all team members are fairly and equally treated.

Actions speak louder than words

However, diversity in the workplace takes a hit if an ally’s words don’t translate into actions. Such occurrences are known as ‘performative allyship’. Performative is the keyword here. In performative allyship, the focus shifts from the underprivileged groups to the ally who is looking to be rewarded and be known as ‘one of the better ones’. Other words used to describe performative allyship include ‘self-serving’ and ‘disingenuous’. 

The individual who leverages their place of privilege, seeks credibility and validation from others so they look and feel good about themselves - it’s no longer about trying to help marginalised groups and communities. Rather than ensure diversity in the workplace, these types of people can breed toxicity and create a meretricious sense of equality and support for underrepresented individuals.

Unfortunately, this type of allyship is all too common, leaving a dent on diversity in the workplace and frustration for those minority groups. Performative allyship is an unchecked problem in the office and stories of affirming individuals and gestures are few and far between.

Diversity in the workplace elevates output on all levels

Genuine allies enhance diversity in the workplace with their intentional, positive and conscious efforts to benefit everybody, unlike performative allies. Engaging with marginalised groups so they feel supported and included means that individuals in these communities feel a sense of belonging and are much more comfortable in bringing their whole selves to work. Thus, this creates a working environment enjoyed by everyone for everyone. As a global diversity and inclusion consultancy firm, we have a vision to tackle social issues such as diversity in the workplace to make a business worth working for and a society worth living in. Unleash the potential of diversity in the workplace and inclusion for your business growth with Ikigai Authentic.