How corporate diversity initiatives trap workers of colour

How corporate diversity initiatives trap workers of colour Alamy As companies around the world rush to implement diversity and inclusion programmes, the burden to launch these initiatives are unduly falling on employees of colour. Daniels says she has heard numerous stories of workers of colour being asked to write anti-racism statements; draft updated diversity, equity and inclusion strategies; sit in on meetings with board directors to sign off on communications; give the ‘POC view’ on PR and marketing; and be available for any questions about “this black stuff”. “Leaders also haven't been thoughtful in ensuring the continued psychological safety of the employees who engage in this kind of ‘emotional labour’ for the company.” For years have been ignored and their concerns swept under the carpet, and now these same leaders are tripping over themselves to get their views – Shereen Daniels Lisa Kepinski, founder and director of the Inclusion Institute in Nesselwang, Germany, and co-author of the Inclusion Nudges Guidebook, says that involvement in these “extracurricular” corporate activities can have a negative impact on people of colour, such as lower performance ratings, more stress, higher attrition and lower engagement. “When employees, especially people of colour, notice a true commitment to investing internally and externally, this is likely to be intrinsically rewarding, by activating an increase in their sense of fairness – one of the big drivers of motivation in the brain.” ‘Only say yes if you want to’ Amid all of the doom and gloom about people of colour being asked to participate in these programmes, it’s important to point out that, in some cases, workers benefit from getting involved.