Cosmetic Inclusion: The Story of the Tortoise and the Hare
When I am not speaking, coaching, and creating leadership strategy, I love to act, write, and create.
I have been in a series of theater productions over the past few years and directing my first film later this year.
I’ve been a lawyer, police officer, house slave, Vietnam veteran, street hustler, hopeless romantic, politician, the Grinch, and a host of other characters.
But after the makeup was removed and the wigs/costumes put away, I was still me.
The essence of who I am as a person never changed.
Buzzwords like: Diversity, Inclusion, Belonging, Equity, Empowerment are all the rage right now.
We use them at conferences, conventions, and company gatherings.
They are fast.
They are cool.
They are popular.
The good news about the expansion of inclusive terminology is that it shows that progress has been made over the last few decades.
The bad news is that in far too many instances, right words take the place of right actions.
Illustrating diversity on a website, changing brochures, or hosting a training has value.
But if that’s where the cultural intelligence strategy ends, then the initiative for inclusion is more cosmetic than catalytic.
After the excitement over the new “look” goes away, and the event has ended, things are relatively the same.
The company’s essence of hasn’t really changed at all.
Catalytic inclusion fosters change.
Cosmetic inclusion just pretends that it has.
Like in the classic story the Tortoise and the Hare, Cosmetic Inclusion moves fast while Catalytic Inclusion lasts.
For Catalytic Inclusion includes these 3 Areas:
Process: Addressing the systems that create organizational environment are essential for Catalytic Inclusion.
People: Creating space for multiple voices and perspectives that creates momentum for change.
Produce: The evidence of right processes, and having the right conversations with the right people.
Remember is your environment doesn’t feel quite “catalytic” enough, you can always go back and make adjustments to achieve desired results (think adjusting the recipe when you are making holiday cookies!).
Cosmetic inclusion is popular because it’s quick, protects the status quo, and requires minimal effort.
It wants the fruit of change without really changing.
Catalytic Inclusion can be hard.
It takes time, it challenges the status quo, and demands effort, energy, and expense.
But it is the only thing that brings real change.
Real change that lasts and with maintenance, is sustainable far into the future.
So the question you need to ask:
Are your company’s diversity and inclusion efforts more Cosmetic or Catalytic?