Although the Trump administration reaffirmed the LGBTQ Executive Order by President Obama, it still remains to be seen whether the administration will support diversity efforts as they currently stand as well as affirmative action requirements under Executive Order 11246. Most recently, the administration backed off its request to the Fifth Circuit to narrow the scope of the nationwide injunction blocking Obama administration guidance that allows students to use the restroom that matches their gender identity.   Couple that with the administration’s recent attempt to ban visa holders from specific Muslim countries has made Chief Diversity Officers (CDOs) rethink their ideas of diversity and approach to the workplace.

Since before the election, some CDOs have taken the approach to create a workplace respective of diversity, mediating issues between employees arising from the election. “The discourse in the U.S. presidential election, even though rancorous, was a sharp reminder that we need to address a broader set of diversity dimensions, in particular, socioeconomic opportunity,” says Kara Helander, a former diversity chief for Blackrock Inc. who continues to advise the firm.

Another issue that has been at the forefront of the election is the feeling of the diminishing impact of white males.  Whether be it the EEOC or the Office of Federal Contract Compliance Programs (OFCCP), it appeared to Trump supporters that minorities and women were getting an unequal amount of resources and attention compared to non-minorities and males. 

However, appearances may be deceiving.  For example, OFCCP recently settled audits that impacted discrimination against men and whites.  UniFirst Corporation, a workplace uniform and laundry services company, will pay $116,505.76 to settle claims that it discriminated against 494 men who applied for positions and were not hired.  In another settlement, AmeriQual Group LLC, a food processing company, agreed to pay $325,532 to resolve allegations of hiring discrimination against 221 qualified men who applied for entry-level positions.  Also, LandCare USA, LLC, a residential and commercial landscaping company in Las Vegas, agreed to pay $161,899 for discrimination against Non-Hispanic “Laborer Non–Driver” positions.

Surprisingly enough, diversity has appeared to be seen as only embracing the traditional minorities and women.  Many CDOs are not white males.  Many CDOs are realizing that they have to  hear “from white men the same way you’d hear from a woman or someone who’s LGBT,” says Janese Murray, vice president of diversity and inclusion at energy giant  Exelon Corp. 

So where does that leave diversity?   Some diversity professionals felt the need “to scramble to have conversations and put together positions” defending their work, says Mary-Frances Winters, a consultant who has advised  American Airlines Group Inc. and  Walt Disney Co. on diversity issues.  

In the case of Sodexho, a food-services and facilities-management firm, the CDO took a new approach to show the business case of diversity.  The CDO conducted an internal study as to the optimal mix for gender balance and correlating the teams for improved financial performance, employee engagement and client retention.  The study found that a 40% women / 60% male ratio delivered the best results.  Thereafter, the CEO of Sodexho declared that he wanted to increase women in the senior management ranks to 40% by 2025. 

The diversity paradigm has to change.  A new workforce is coming.  Millennials have now taken over as the majority of workers in the workforce.  Traditional minorities will eventually overtake whites as the majority in the country and workforce as well.  Further, women will be more likely the higher educated majority.  The diversity at the coasts will eventually reach the heartland of the U.S.  For diversity to survive in organizations, it will have to rethink its mission, rework the business case, recognize the optics, and readapt for the new employment world.

Source:  The Wall Street Journal 2/14/17