"It's time to step up and do more. It's not good
enough to say we value diversity," says Intel's CEO Brian Krzanich. Intel will aim for its U.S. workforce at all
levels to mirror the talent available in America in the next five years, and
Krzanich said the compensation of Intel leaders would be directly tied to the
progress they make in reaching that diversity goal. "This isn't just good business. This is
the right thing to do," he said.
While Intel should absolutely be applauded
for this initiative, a huge red flag is their first step, according to
Krzanich, which is putting together the structure for connecting managers'
pay to diversity stats and that part of the program will be implemented for
2015 pay. Money certainly talks so who
is to say the managers' efforts will be truly a party of Intel's 'culture of
diversity' as opposed to keeping their monetary compensation steady and growing. Anything tied to money will influence
behavior so does it become a game of just 'filling in the numbers', as opposed
to truly believing that Diversity & Inclusion is 'just good business
sense'. Read
More About Intel's Initiative!
In
mid-December, Microsoft quietly released its EEO-1 form, a federal filing that outlines employment data
by race and gender according to job type. While Microsoft has diversity in its
highest ranks, including an African-American
Board Chairman, an Indian CEO and a female CFO, the overall statistics are
less flattering: the company is 60.6% white and 71% male, according to its
EEO-1 form. Read more!
I
have been passionate about Diversity & Inclusion (affectionately called
D&I) since my graduate studies at Golden Gate University when I chose to do
my thesis on Change Management. It's
been a 'lifestyle' and not just the hot topic of the year or month. While D&I can be challenging to grow in
any industry (i.e. technology, art, education, etc.), it's the consistency of
the effort that brings the most impact and not an effort that has a 'designated
time period'. If there is not an 'intentional
plan in place that is part of a business model, company goals, human resource
training, then results will come more fluidly and organically. This is the best approach to building any
effective and impactful culture of diversity and inclusion.
Diversity
is being invited to the party. Inclusion
is being asked to dance at the party.
It's time to dance more! And go!
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