MLK Center Promotes Diversity and Inclusion in the Workplace
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Diversity, equity, and inclusion (DEI) strategies should be a year-round priority for all organizations and their Human Resources departments. Many have put a spotlight on DEI in recent years. To their credit, more organizations have also integrated DEI objectives and teachings into the whole of the organization rather than keeping it in a silo.
However, in January, when Americans celebrate the life and good deeds of Dr. Martin Luther King, Jr. and in February, when they recognize Black History Month, leaders have additional motivation to set the tone for the rest of the year. This is a time to take stock of what's working and what is not. It's also a time to reassess goals and inspire more change.
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Dr. Kelisha B. Graves, Chief Research, Education, and Programs Officer at The Martin Luther King, Jr. Center for Nonviolent Social Change recently spoke with HR Exchange Network about how King's teachings can influence workplaces today. The center is offering a new training course, and it is hoping to influence workplace transformation and ensure it includes the concepts of diversity, equity, inclusion, and belonging (DEIB). Here is what Graves had to say:
HREN: What research can you share on inclusion and belonging that can help build the case for its importance in the workplace?
KBG: In all the research we have to date about DEIB and the workplace, there’s one thing we’ve learned for certain: diverse and inclusive companies are more successful. Plain and simple. One would expect that to be the case. We all can point to times in life, perhaps in childhood, when we’ve felt excluded. Naturally, we as adults certainly don’t function as well when we feel isolated or marginalized. So, it’s no surprise that there continues to be results like the study conducted by McKinsey in 2021, when they found companies in the top 25% in gender diversity were likely to out-earn companies in the bottom 25% in gender diversity by… 25%.
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That same study also found that the top ethnically and culturally diverse companies out-profited the least ethnically and culturally diverse companies by 36%. Beyond enhancing productivity through a greater sense of belonging, diversity also inherently provides wider perspectives and more life experiences, which make people capable of empowering novel ideas to fuel innovation. In fact, another study conducted by McKinsey in 2020 found that companies with more diversity had 19% higher innovation revenues.
In addition to financial success, companies that prioritize DEIB values and initiatives also have more success recruiting and retaining top up-and-coming talent. A study conducted by RippleMatch in 2022 found that 75% of people in Gen Z would reconsider applying to a company if they weren’t satisfied with its diversity and inclusion efforts. There is also a direct correlation between employees and their likelihood to want to leave the organization if they think diversity is not respected, their company is not committed to DEIB, or their company does not provide diverse offerings for a diverse workforce (Buck, 2020).
Ultimately, diverse and inclusive companies not only experience greater financial growth, they also attract and retain talent, which means spending less on expenses associated with turnover and recruitment.
HREN: Why is it important to offer this course? Why should HR professionals pay attention to it?
KBG: First, Dr. Martin Luther King remains a legendary role model for all of us. His message of love and nonviolent social change through a commitment to engage and care for others permeates the training employees will experience in the course. That mindset, combined with practical ideas and habits employees can readily apply in the workplace, provides HR leaders with a powerful, and I would suggest truly inspiring new training offering to influence how employees communicate, behave, and navigate conflict – all of which will inevitably strengthen the culture of their organization – far beyond MLK Day or Black History Month.
What differentiates NonViolence365 from other DEIB trainings is one key element: it is directly rooted in the principles of the nonviolence that King used to successfully drive change during the Civil Rights Movement. As an evidence-based online course founded in nonviolence, users are able to examine King’s approach to injustice and apply it to everyday workplace scenarios in a way that deescalates conflict and builds empathy by creating authentic, human-to-human connections. That sense of community fosters an environment in which employees can work and collaborate more effectively, ultimately resulting in greater organizational success.
In addition, this new NV365 Online Workplace Edition has been customized for an immersive and self-paced learning experience with a manageable 3.5 hours of interactive content. It features practical step-by-step approaches to dealing with everyday workplace challenges and conflicts through the application of nonviolence concepts and the development of critical skills to create a culture of belonging and inclusion, the pre-requisite to ensuring diversity.
HREN: Shifting mindsets and changing cultures is challenging. What advice do you have for employers who want to create a culture of inclusion and belonging?
KBG: Many core concepts within Kingian nonviolence support strengthening a culture of inclusion. For instance, MLK insisted on information gathering as the first step of nonviolent engagement with the so-called “Opponent.” Taking the time to deeply understand the point of view of others inherently opens our eyes and minds to not only our differences but also what we share in common. We often gather information in this first step through direct questions, which sends a clear signal to others that we are curious about what they believe and care about. Developing a habit of seeking to understand others with differing perspectives cultivates a sense of connection versus our common tendency to instantly accuse others of being wrong – rendering judgment about one another before there is clarity about what we are actually “fighting” about.
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HREN: Do you have examples of organizations that have done a great job of building this kind of inclusive culture? If so, which ones and what sets them apart from the others? What are they doing right?
KBG: Patagonia is an organization The King Center recently honored for its commitment to social and environmental justice. Its leadership continually commits to humane and responsible sourcing of the fabrics in every piece of clothing made by the company. Patagonia also is quite vocal in its public position in support of voting rights and reforms to reduce gun violence and race and gender discrimination. Patagonia also encourages its employees to participate in social justice activities, provided they do so using nonviolent methods.
HREN: Is there anything else you'd like to share with our audience of HR leaders? If so, what?
KBG: I want HR and DEIB leaders to know that although King developed Kingian nonviolence during the Civil Rights movement, the Nonviolence365 Online Workplace Edition is not a three-hour history lesson. Certainly the course doesn’t ignore the many compelling examples of King applying nonviolent methods during his lifetime. However, there is a focus on supporting the development of practical skills and habits that can be applied in the workplace to help create a more inclusive, collaborative, and equitable culture that values both diversity and our shared humanity.
You can reach Graves at kgraves@thekingcenter.org.
What DEIB priorities are you setting for the year ahead? Let us know in the comments.
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