How To Leverage Recognition to Promote Diversity and Inclusion

Recognition is probably one of the best strategies you can use to promote diversity and inclusion.

I will explain why and how to leverage recognition to support diversity and inclusion.

Recognition should be a way of life in your organization and not just a programmatic offering. If this is the case where you work, then appreciating people for who they are and recognizing them for what they do will be the great equalizer.

Look at some inherent problems we create for ourselves with recognition that is not diversity minded or inclusive.


Beware of the Hidden Biases Around Employee Recognition

When was the last time you reviewed your recognition and reward program data to see if there is any tendency toward hidden biases?

A hidden—or implicit—bias is defined as a preference for, or against, a person, thing, or group, which is held at an unconscious level. This means you and I don’t even know our minds are holding onto this bias. In contrast, an overt—or explicit—bias is an attitude or prejudice which is very much endorsed at a conscious level.

For example, what is the proportion of recognition or reward recipients who are male versus female, with respect to your employee gender ratio? Are rewards given more often to one gender over another? Is there any general ratio between white and non-white employees? Do disabled staff equally merit and receive recognition and rewards for exemplary work?

Perhaps we all need to ask these kinds of question when identifying whether hidden biases exist in our recognition and reward practices and programs.

If there are certain principles that keep recognition and rewards open it is fairness and equity.

How well is your organization doing in this area?