Commentary by Susan Brinkmann, OCDS

A report published in the Harvard Business Review has found that for all the millions spent each year by American corporations on diversity programs and policies, these “inclusive” programs have done little more than alienate non-protected classes of people and protect companies from costly lawsuits.

According to an article appearing in the Harvard Business Review (HBR), a longitudinal study of over 700 U.S. companies found that implementing these controversial diversity training programs has had little positive effect and may have even decreased representation of black women.

“Most people assume that diversity policies make companies fairer for women and minorities, though the data suggest otherwise. Even when there is clear evidence of discrimination at a company, the presence of a diversity policy leads people to discount claims of unfair treatment,” writes Tessa L. Dover, Cheryl R. Kaiser and Brenda Major for HBR.

However, when it comes to discrimination lawsuits, employer diversity programs can be a real asset. For example, in 2011 Walmart successfully used its anti-discrimination policy to defend itself against allegations of gender discrimination. Other companies have also used the “diversity defense” to protect themselves from being held accountable for discriminatory practices.

The report also found that the rhetoric of diversity can produce counterproductive beliefs.

“In a recent experiment, we found evidence that it not only makes white men believe that women and minorities are being treated fairly — whether that’s true or not — it also makes them more likely to believe that they themselves are being treated unfairly,” the authors write.

In the experiment, they put young white men through a hiring simulation for an entry-level job. Half of the applicants received recruiting material for a fictional technology firm that reflected pro-diversity values while the other half received the same material but without mention of pro-diversity values. All of the applicants then underwent a standardized job interview where their performance was videotaped and their cardiovascular stress responses were measured.

“Compared to white men interviewing at the company that did not mention diversity, white men interviewing for the pro-diversity company expected more unfair treatment and discrimination against whites,” the authors report. “They also performed more poorly in the job interview, as judged by independent raters. And their cardiovascular responses during the interview revealed that they were more stressed. Thus, pro-diversity messages signaled to these white men that they might be undervalued and discriminated against.”

This attitude was present regardless of the men’s political ideology and/or attitudes toward protected groups, so that even those who endorse diversity and inclusion still felt threatened.

“The implications of this study are troubling for the ways we currently attempt to manage diversity and foster inclusion in our organizations. Groups that typically occupy positions of power may feel alienated and vulnerable when their company claims to value diversity. This may be one explanation for the lackluster success of most diversity management attempts: when people feel threatened, they may resist efforts to make the workplace more inclusive.”

What’s the answer? Managers need to be more careful in crafting programs that could leave some feeling alienated, and to know the limits of diversity initiatives for women and minorities. Even though these groups thrive in workplaces where they are free from discrimination, trying to train employees to value diversity doesn’t seem to be reassuring anyone of fairness.

“In order to foster fair, inclusive workplaces, diversity initiatives must incorporate accountability. They must be more than ‘colorful window dressing’ that unintentionally angers a substantial portion of the workforce. Diversity policies must be researched, assessed for effectiveness, and implemented with care so that everyone in the workplace can feel valued and supported.”

This same conclusion should also be applied to Christians and other groups whose moral convictions do not allow them to accept alternative lifestyle choices such as homosexual relations and transgenderism. According to this study, Christians and Muslims have been reporting increased discrimination in the workplace in recent years. Incidents range from being forced to participate in gay pride parades to sharing co-ed bathrooms.

If you or someone you love has experienced workplace discrimination because of your religious beliefs, you may have legal recourse. Click here for more information.

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